The Philippine National Police

Philippine National Police ( PNP ) The Philippine National Police or PNP is the national police force of the Republic of the Philippines with a manpower strength of 113,928 as of end-July 2007. It provides law enforcement services through its regional, provincial, municipal, district and local police units all over the islands. Created by virtue of Republic Act 6975, otherwise known as the â€Å"Department of the Interior and Local Government Act of 1990†³, the PNP came into being on January 29, 1991, at Camp Crame, Quezon City, when the Philippine Constabulary and the Integrated National Police were retired as mandated by law.Vision The Men and Women of the PNP are committed to a vision of a professional, dynamic and highly motivated Philippine National Police working in partnership with a responsive community towards the attainment of a safe place to live, work, invest and do business with. Mission To enforce the law, to prevent and control crimes, to maintain peace and order , and to ensure public safety and internal security with the active support of the community. Functions 1. Law Enforcement. 2. Maintain peace and order. 3. Prevents and investigates crimes and bring offenders to justice. 4.Exercise the vested powers from the Philippine Constitution and pertinent laws. 5. Detain an arrested person for a period not beyond what is prescribed by law. 6. Implements pertinent laws and regulations on firearms and explosives control. 7. Supervise and control the training and operations of security agencies. History Early Policing Organized policing started in 1500s when nightmen or bantayans patrolled the streets of Manila. The nightmen were under the direction of the alguacil mayor who provided them with muskets as weapons and alarm bells as their means of communication.In 1836, the Spanish colonial authorities formed the Cuadrillo, a rural police force, to enforce peace in the countryside. Six years later, its general function was assumed by the Cuerpo de Carabineros de Seguridad Publica. The Carabineros de Seguridad Publica was organized in 1712 for the purpose of carrying outlaws of the Spanish government. Native Filipinos served up to the rank of sergeant under the command of Spanish officers. It was the earlier version of mounted riflemen in the history of the Philippine police system. In 1852, the notoriously dreaded Guardia Civil took over peacekeeping duties in the islands under a Royal Decree.Guardia Civil in the provinces was composed mainly of Filipinos who worked under the jurisdiction of the alcaldes or mayors. They followed a military structure and received semi-military training yet lacked other dimensions of today’s police service. The capture of General Emilio Aguinaldo, president of the First Philippine Republic, signaled the start of the American occupation of the Philippines. Maintaining peace and order, particularly in the countryside, remained the biggest problem of the Americans. The Americans failed to subdue the followers of Aguinaldo like Gen.Macario Sakay. Hostilities continued in Batangas, Mindoro, Cebu, Bohol and Samar. A military solution to the peace and order problem was ruled, hence, the birth of the Philippine Constabulary. Pacification Campaigns To fight rampant lawlessness, the Philippine Constabulary divided the entire country into constabulary districts. Banditry was rampant in Southern Luzon. Records referred to the bandits as tulisanes. The style of fighting of the early American Constables and the bandits was â€Å"man-to-man, on foot, and generally by arms and bolos. The American foot soldiers had a hard time repelling the tulisanes in their fight in the mountains as their enemies were familiar with the terrain. Malaria and cholera were the diseases that the afflicted the American troops whenever they conducted foot patrol in the hinterlands. The Insular Force The Americans are credited for creating the Philippine Constabulary, the principal instrument of the ci vil authorities for the maintenance of peace and order. The PC began as a small unit—the Insular Force in 1901. It was set up by virtue of Organic Act No. 75, enacted by the Second Philippine Commission on July 18, 1901. The Constabulary then was composed of six thousand men led by American officers and former members of the Spanish Guardia Civil. Under close American direction and control, it functioned as a military organization. Since its formation, the Constabulary had been primarily discharging police law enforcement and public safety functions. Its officers and men had served with distinction both in the field of law enforcement and in combating violence and lawlessness, and in various aspects of public service.There was even a time in history when they performed the duties of teachers, sanitary inspectors, midwives, doctors and foresters. The Philippine Constabulary was mandated as a civilian organization on March 15, 1945 when it was placed under the general supervisi on of the Interior then later transferred to the Secretary of National Defense on March 30, 1950. The Secretary of Interior had supervision over the Constabulary as early as January 13, 1939 until the outbreak of World War II. As an insular police force, the officers of the Constabulary carried the civilian title of â€Å"inspector. Its peacekeeping duty was limited to areas where military rule had been lifted. The Constabulary At War The participation of the Constabulary in the dark years of the Second World War began upon President Roosevelt’s declaration of a state of emergency in the United States. Manila prepared for war. The word had been sent: Japan, the Axis power’s ally in Asia, would soon attack the Far East. Filipinos woke up on the morning of December 8, 1941 to the news that the Japanese had attacked Pearl Harbor.The first war casualties of the Constabulary came from the bombing of Pan-American Airways installation at San Pedro, Maklati in the afternoon o f December 8. Six Constables from the Headquarters Company were wounded. The next days and months saw relentless Japanese bombings on the country’s landmarks, airfields and naval bases. The Death March The Japanese had taken Manila but were surprised that no defense forces were waiting to be captured. The Japanese forces then began the siege of Bataan, ordering four infantry regiments with artillery and tank support to crush the American and Filipino soldiers.The Japanese then prepared to transfer the prisoners and surrendered troops to Camp o’ Donnel in Capas, Tarlac in what has been known as the â€Å"Death March. † Because of torture and starvation, 4,326 prisoners of war died in the infamous march. The Postwar Constabulary The county was left in shambles after the Second World War. Manila was in ruins. Loose firearms and dead bodies littered the streets. This was also the period when communist ideology had been propagated in the countryside and hard-line sup porters had been won. The Hukbong Mapagpalaya ng Bayan or Hukbalahap became a force to reckon with in Central Luzon.The Hukbalahap was born in Pampanga and was spawned by a feudal land system in the province dominated by landlords. Pampanga was an â€Å"ideal ground† for the agrarian unrest. It achieved legal status during the Japanese occupation when it merged with the guerilla forces in fighting the Japanese. The communist movement, meanwhile, capitalized on the agrarian problems of the country to cement its presence. Agrarian unrest was prevalent in agricultural lands in Luzon as well as the sprawling haciendas in the south. Luis Taruc became a leader of the HMBs and founded his own government in Central Luzon.It was during this turbulent period that the Philippine Constabulary was reactivated into the Military Police Command . Faced with peace and order problems, the Military Police Command was suffering from its own internal crises. The last war had killed many Constable s. There was a dearth for trained personnel who would be utilized to address the problems. Constabulary records showed that there were about 20,000 Hukbalahaps in Luzon in 1946. The Military Police Command, on the other hand, had 23,000 informal enlistees. ReorganizationOn January 1, 1944, the Military Police Command was dissolved by virtue of Executive Order No. 94 issued by President Manuel A. Roxas. The Command’s 12,000 officers and men were absorbed by the newly reorganized Philippine Constabulary. The revitalized PC was in charge of the country’s peace and order â€Å"except those which were purely military in nature. † Brig. Gen. Mariano Castaneda became chief of the PC and instituted reforms. On June 21, 1948, President Elpidio Quirino offered general amnesty to the Huks. Taruc, who had been elected a member of Congress representing Pampanga, returned to Manila.But Taruc had no plans to surrender. He only went to Manila to collect his back salaries and us ed the money for his comrades’ operations in Central Luzon. President Ramon Magsaysay was credited for crippling the Huk movement by mobilizing the Philippine Constabulary. Magsaysay used the â€Å"friendly touch† for winning over the Huks, building roads for them and giving them lands. The Rise of the Communist Party of the Philippines The Philippine Constabulary’s attempt to maintain peace and order did not end with the decimation of the Huks.On December 26, 1968, Jose Maria Sison, a Political Science student at the University of the Philippines, founded the Communist Party of the Philippines. The communist ideology spread through a small discussion group called Kabataan Makabayan organized by Sison and his colleagues in the middle sixties. Sison then rose to become the leader of the CPP and organized the military wing of the CPP, the New People’s Army. But the communists suffered a crushing blow on January 9, 1969 in the hands of the Constabulary who k illed the most number of communist leaders in one encounter in Orani, Bataan.The PC Metropolitan Command The upsurge of mass demonstrations and violence during the latter part of the 60s and the expansion efforts of the communist movement triggered the creation of the PC Metropolitan Command. To quell the unrest, President Ferdinand Marcos issued Executive Order Number 76 on July 14, 1967 establishing the PC Metrocom which became the PC’s striking force as it was authorized to conduct 24/7 patrol in the entire Metro Manila and was tasked to â€Å"supplement or complement local police action in the repression and prevention of crimes†¦Ã¢â‚¬  Martial Law and the PCThe Philippine Constabulary took on a pivotal role when President Marcos declared Martial Law on September 21,1972. Marcos mobilized the Constabulary and other major services of the military to dismantle the â€Å"unconstitutional opposition† and to prevent widespread hooliganism and gangsterism. Convinc ed that there was a need to restructure the social base that bred lawlessness, Marcos reorganized the government machinery to effect his desired changes in the social, economic and political structures. On March 21, 1974, President Ferdinand E.Marcos signed Presidential Decree 421 unifying all the police, fire and jail services in Metro Manila. The move was significant as it created an elite force, the Metropolitan Police Force, that was placed under the aegis of the PC Metrocom. The decree was also the first step in fulfilling the constitutional mandate for an integrated national police force. The Metropolitan Police Force was tasked to carry out the integration of all police units nationwide. Brigadier General Prospero A Olivas, commanding general of the Metrocom, was assigned the task of launching the pilot project under the supervision of Fidel V.Ramos and Brigadier General Cicero C. Campos, deputy Chief for police matters. General Olivas would have the power and direction over the Metrocom, including tactical, strategic movements, deployments, placements and utilization of the entire force and the training thereof. On August 8, 1975, Marcos issued Presidential Decree No. 765 establishing the Integrated National Police with the Philippine Constabulary as the nucleus and all police officers as components. They were all placed under the supervision of the Ministry of National Defense.The Creation of the Philippine National Police The People’s Revolution of 1986 saw the birth of the 1987 Constitution that included a provision on the PNP which was to be â€Å"national in scope and civilian in character. † In 1991, the Philippine National Police was created with the passage of Republic Act No. 6975, otherwise known as the â€Å"Department of the Interior and Local Government Act of 1990. † The principal authors of the Republic Act 6975 were Senators Ernesto N Maceda and Aquilino Pimentel, Congressmen Jose S Cojuangco Jr. nd Rodrigo Gutang. Upon its signing into law on December 13, 1990, the PNP underwent a transitory period; and on 31 March 1991, President Corazon Aquino named General Cesar Nazareno as the first Director General of the Philippine National Police. On January 29, 1991, at Camp Crame, Quezon City, the Philippine Constabulary and the Integrated National Police were retired officially and the Philippine National Police was born. Like any new evolving organization, the PNP suffered from birth pains.To address these concerns, Republic Act 8551 or the PNP Reform and Reorganization Act of 1998 was enacted on February 17, 1998 to amend certain provisions of Republic Act No. 6975. This move was in response to the growing clamor to transform the PNP â€Å"into a more responsive, effective and relevant police organization. † Under this Act, the PNP shall be strengthened and evolved into a highly efficient police force that is community and service-oriented and fully accountable in the performance of its act ion. PNP SEAL : Meaning And SymbolismLapu-Lapu Hero – The great Filipino hero of Mactan, the prototype of the best and most noble in Filipino manhood who is the symbol and embodiment of all the genuine attributes of leadership, courage, nationalism, self-reliance and a people-based and people powered community defense. The benevolent and heroic warrior who derived added strength from a cohesive, determined and loyal people is today a fitting symbol and a prototype as well of people power to preserve our values, customs, traditions, way of life and the rule of law thru a solidly community-based police system.Lapu-Lapu also personifies for us today civilian constitutional authority. Laurel – Green Laurel with 14 leaves, symbolizes the 14 Regional Commands. It is also a symbol of the honor, dignity and the privilege of being a member of a noble organization where the call to public service is par excellence a commitment to public trust. Shield – The symbol of the P hilippine Constabulary, the first National Police by virtue of Organic Act No. 175, enacted by the Philippine Commission on 18 July 1901.The Philippine Constabulary for the close to 90 years of service to the nation has performed with honor, professionalism and courage. The PC has carved out a large part of the glorious pages of Philippine history, as attested by its proudly and deservedly garnering 86 of the 92 â€Å"Medals of Valor† the highest honor that a grateful Filipino nation can bestow on its gallant sons in the service of the Republic. Most appropriately therefore, the Philippine Constabulary became the nucleus of the Integrated National Police in 1975 to nurture the then embryonic concept of the nationalization of the country's local police forces.Three Stars – Luzon, Visayas and Mindanao and the 1,700 islands and the territorial integrity wherein the National Police must enforce the law and maintain peace and order with professionalism, zeal and dedication in keeping with the highest ideals and traditions of service to our country and people. Service †¢ Honor †¢ Justice – Added distinct ideals for the officers, men and women of the PNP to insure efficiency, integrity, cohesiveness, camaraderie and equanimity to enhance community acceptance and support to attain its mission of peace keeping and law enforcement.Sun – Symbolize the flowering, maturing and ultimate realization of the glorious evolution of the PC/INP into a National Police Organization – â€Å"national in scope and civilian in character† – as enshrined in the 1986 Constitution. The Traditional light rays which represents the fightingest provinces whose ideals of courage and patriotism the members of the National Police must possess. Ranks Distribution The following ranks are observed in the PNP as of 2009 with the following (in descending order):[10] Commissioned officers Director General (P D/Gen. ) – General Deputy Dire ctor General (P D/DGen. ) – Lieutenant General Director (P Dir. – Major General Chief Superintendent (P C/Supt. ) – Brigadier General Senior Superintendent (P S/Supt. ) – Colonel Superintendent (P Supt. ) – Lieutenant Colonel Chief Inspector (P C/Insp. ) – Major Senior Inspector (P S/Insp. ) – Captain Inspector (P Insp. ) – Lieutenant Note: Rank in Italics is the Army equivalent. There is no Second Lieutenant rank-equivalent in the P. N. P. Non-commissioned officers Senior Police Officer IV (SPO4) – Senior Master Sergeant / Chief Master Sergeant Senior Police Officer III (SPO3) – Master Sergeant Senior Police Officer II (SPO2) – Technical Sergeant Senior Police Officer I (SPO1) – Staff SergeantPolice Officer III (PO3) – Sergeant Police Officer II (PO2) – Corporal Police Officer I (PO1) – Private First Class Note: Rank in Italics is the Army equivalent. There is no Private rank-eq uivalent in the P. N. P. (Philippine National Police) List of PNP CHIEFS #| Name| Term of Office| | | Start| End| 1| Cesar P. Nazareno[1]| 31 March 1991| 28 August 1992| 2| Raul S. Imperial[1]| 28 August 1992 (acting) 28 October 1992 (official)| 6 May 1993| 3| Umberto Rodriguez[1]| 6 May 1993| 8 July 1994| 4| Recaredo Arevalo Sarmiento II[1]| 8 July 1994| 1997| 5| Santiago L. Alino[2]| 1997| 1998| 6| Roberto T. Lastimoso[2]| 1998| 1999| 7| Edmundo L.Larozza[2]| 1999 (acting)| 1999| 8| Panfilo M. Lacson[2]| November 1999| January 2001| 9| Leandro Mendoza[2]| 16 March 2001| 2002| 10| Hermogenes E. Ebdane, Jr. [3]| July 2002| 23 August 2004| 11| Edgar B. Aglipay[3][4]| 23 August 2004| March 6, 2005| 12| Arturo Lomibao[4][5]| March 13, 2005| August 29, 2006| 13| Oscar Castelo Calderon[5][6]| August 29, 2006| October 1, 2007| 14| Avelino Ignacio Razon, Jr. [6]| October 1, 2007| September 27, 2008| 15| Jesus Ame Verzosa[7]| September 27, 2008| September 14, 2010| 16| Raul Macalalad Bacalz o| September 14, 2010| September 8, 2011| 17| Nicanor Ancheta Bartolome| September 8, 2011 | PNP Key Officers DESIGNATION| RANK| NAME| | C, PNP| PDG| NICANOR A BARTOLOME| | TDCA| PDDG| ARTURO G CACDAC JR| | | TDCO| PDDG| EMELITO T SARMIENTO| | TCDS| PDDG| ROMMEL DF HEREDIA| | IAS| PCSUPT| ALEXANDER ROLDAN| | OIC, HRAO| | PSSUPT | NESTOR M FAJURA| | | SDS| PCSUPT| BERNARDO C FLORECE JR| | C, PIO| PCSUPT| GENEROSO R CERBO JR| | ___________________| _______| _____________________| | | | | DIRECTORIAL STAFF| UNIT| DESIGNATION| RANK| NAME| DPRM| Dir, DPRM| PDIR| ELPIDIO Z DE ASIS JR| | Dep Dir, DPRM| PCSUPT| JOSE ERWIN T VILLACORTE| | Acting EX-O, DPRM| PSSUPT| NOEL G CONSTANTINO| | | | | DI| Dir, DI| PDIR| AGER P ONTOG JR| Dep Dir, DI| PCSUPT| NOEL O DELOS REYES| | EX-O, DI| PCSUPT| DIOSDADO G RAMOS| | | | | DO| Dir, DO| PDIR| SAMUEL B DICIANO| | Dep Dir, DO| PCSUPT| RICARDO C MARQUEZ| | | EX-O, DO| | VACANT| | | | | DL| Dir, DL| PDIR| ARNULFO DR PEREZ| | Dep Dir, DL| PCSUPT| RAUL BASIL IO D BOAC| | EX-O, DL| PCSUPT| PERCIVAL G BARBA| | | | | DPL| OIC Dir, DPL| PCSUPT| JESUS T GATCHALIAN| | Dep Dir, DPL| PCSUPT| JESUS T GATCHALIAN| | Acting EX-O, DPL| PSSUPT| ALLEN N FORTES| | | | | DC| Dir, DC| PDIR| ROQUE G RAMIREZ| | Dep Dir, DC| PCSUPT| DANILO S CONSTANTINO| | EX-O, DC| PCSUPT| ALEXANDER C IGNACIO| | | | | DPCR| Dir, DPCR| PDIR| LINA C SARMIENTO| OIC Dep Dir, DPCR| PCSUPT| ROLAND A VICENTE| | Acting EX-O, DPCR| PCSUPT| ROLAND A VICENTE| | | | | DIDM| OIC, DIDM| PCSUPT  | JOSE JORGE E CORPUZ| | Acting Dep Dir, DIDM| PCSUPT| JOSE JORGE E CORPUZ| | EX-O, DIDM| PCSUPT| CHRISTOPHER A LAXA| | | | | DHRDD| Dir, DHRDD| PDIR| REY L LANADA| | Dep Dir, DHRDD| PCSUPT| ISAGANI F GENABE JR| | EX-O, DHRDD| PCSUPT| RONILO V QUEBRAR| | | | | DRD| Dir, DRD| PDIR| FELIPE L ROJAS| | Dep Dir, DRD| PCSUPT| DOMINADOR E AQUINO JR| | EX-O, DRD| PCSUPT| DANILO   J ALCORIZA| | | | | DICTM| Dir, DICTM| PDIR| ANGELITO N PACIA| | Dep Dir, DICTM| | VACANT| | Acting EX-O, DICTM| PSSUPT| W ENCY T PASCUAL| | | | DIPO-NL| Acting Dir, DIPO-NL| PCSUPT| WILSON R VICTORIO| | Dep Dir, DIPO-NL| | VACANT| | Acting EX-O, DIPO-NL| PSSUPT| JAMES B BUCAYU| | | | | DIPO-SL| Acting Dir, DIPO-SL| PCSUPT| GEORGE T REGIS| | Dep Dir, DIPO-SL| PCSUPT| FEDERICO E LACISTE JR| | EX-O, DIPO-SL| PCSUPT| FIDEL G POSADAS| | | | | DIPO-VIS| Dir, DIPO-VIS| PDIR| JAIME D CALUNGSUD JR| | Dep Dir, DIPO-VIS| PCSUPT| VALIANT G DE GUZMAN| | EX-O, DIPO-VIS| PCSUPT| HENRY S RANOLA JR| | | | | DIPO-EM| D,DIPO-EM| PDIR| FELICISIMO V KHU JR| | Acting Dep Dir, DIPO-EM| PCSUPT| BIENVENIDO G LATAG| | EX-O, DIPO-EM| PCSUPT| EDGARDO C INGKING| | | | |DIPO-WM| Dir, DIPO-WM| PDIR| MANUEL R BARCENA| | Dep Dir, DIPO-WM| PCSUPT| FRANCISCO R CRISTOBAL JR| | EX-O,DIPO-WM| PCSUPT| PATERNO P HERNANDEZ| | | | | NATIONAL SUPPORT UNITS| LSS| Dir, LSS| PCSUPT| REX MILTON A DOLINO| | DDA, LSS| PSSUPT| JOSE ERNESTO E FERNANDEZ JR| | CDS, LSS| PSSUPT| MANUEL DG OBRERA| | | | | ITMS| Acting Dir, ITMS| PSSUPT| ROGELIO M DAMAZO| | Acting Deputy Director| PSSUPT| JOEL VICTOR V CANAPI| | Acting CDS, ITMS| PSSUPT| NAPOLEON C TAAS| | | | | FS| Dir, FS| PCSUPT| ROLANDO A PURUGGANAN| | Acting DDA, FS| PSSUPT| FELIXBERTO S LAGIWID| | Acting CDS, FS| PSSUPT| TED PEDRONISTO A QUIANO| | | | |HS| Acting Dir, HS| PSSUPT| MA ANGELA M VIDAL| | Deputy Director| PSSUPT| FLORENIA A ZENAROSA| | CDS, HS| PSSUPT| MARIE YVONNE S REYES| | | | | | | | | CES| Acting Dir, CES| PCSUPT| WILLIE M TOLENTINO| | DDA, CES| PSSUPT| RODEL D CALUNGSUD| | Acting CDS, CES| PSSUPT| JOB F MARASIGAN| | | | | CHS| Dir, CHS| PSSUPT| DEODY O BARRET| | DDA, CHS| PSSUPT| ELIGIO A MATIVO| | | | | LS| Dir, LS| PCSUPT| FRANCISCO A UYAMI JR| | LS| PSSUPT| ULYSSES J ABELLERA| | CDS, LS| PSSUPT| BARTOLOME C TOBIAS| | | | | HSS| Dir, HSS| PCSUPT| CARMELO E VALMORIA| | DDA, HSS| PSSUPT| ROLANDO R MACUSI| | Acting DDO, HSS| PSSUPT| RAMON C APOLINARIO| CDS, HSS| PSSUPT| TEODORO J BASA| | | | | ES| Dir, ES| PCSUPT| CRISTINO C CAMPANILLA| | DDA, ES| PSSUPT| JEROME P PAGARAGAN| | CDS, ES| PSSUPT| JOEL FELIX MATEO D RUNES IV| | | | | TS| Acting Dir, TS| PCSUPT| HENRY P LOSANES| | DDA, TS| PSSUPT| JOSE L GENTILES| | CDS, TS| PSSUPT| JOHN Q SOSITO| | | | | PRBS| Dir, PRBS| PSSUPT| VIRGIL F BOMBITA| | | DD, PRBS| PSSUPT| RICHARD A ALBANO| | | | | CLG| OIC Dir, CLG| PSSUPT| LIZA M SABONG| | DDA, CLG| PSSUPT| LIZA M SABONG| | DDO, CLG| | VACANT| | CDS, CLG| PSSUPT| EMMANUEL L ARANAS| | | | | MG| Dir, MG| PCSUPT| FRANCISCO DON C MONTENEGRO| | DDA, MG| PSSUPT| ASHER A DOLINA| DDO, MG| PSSUPT| FERDINAND P YUZON| | CDS, MG| PSSUPT| SAMUEL DG SYLIM| | | | | AVSEG| Acting Dir, ASG| PCSUPT| JESUS GORDON P DESCANZO| | DDA, ASG| PSSUPT| ARTURO M EVANGELISTA, SR| | DDO, ASG| PSSUPT| LUIS RICARDO C CHAVEZ| | Acting CDS, ASG| PSSUPT| JOSE V CARILLO| | | | | SAF| Dir, SAF| PDIR| CATALINO S CUY| | DDA, SAF| PCSUPT| GETULIO S NAPENAS| | CDS, SAF| PSSUPT| MORO VIRGILIO M LAZO| | | | | HPG| Dir, HPG| PCSUPT| LEONARDO A ESPINA| | DDA, HPG| | VACANT| | DDO, HPG| PSSU PT| PETRONIO A RETIRADO| | CDS, HPG| PSSUPT| REUBEN THEODORE C SINDAC| | | | | PCRG| D, PCRG| PCSUPT| AGRIMERO A CRUZ JR| | Acting DDA, PCRG| PSSUPT| NESTOR F QUINSAY JR| | CDS, PCRG| PSSUPT| RUSTICO V BASCUGIN| | | | | CIDG| Dir, CIDG| PDIR| SAMUEL D PAGDILAO, JR| | DDA, CIDG| PSSUPT| FEDERICO P CASTRO JR| | DDO, CIDG| PSSUPT| KEITH ERNALD L SINGIAN| | CDS, CIDG| PSSUPT| RENE D ONG| | | | | PSPG| Dir, PSPG| PCSUPT| | WILHELM E BARLIS| | | Acting DDA, PSPG| PSSUPT| DIOSDADO T VALEROSO| | Acting CDS, PSPG| PSSUPT| ROLANDO Z NANA| | | | | IG| Dir, IG| PCSUPT| CHARLES T CALIMA| | DDA, IG| PSSUPT| ABELARDO P VILLACORTA| | DDO, IG| PSSUPT| ALLEN B BANTOLO| | CDS, IG| PSSUPT| PHILIP GIL M PHILLIPPS| | | | | CSG| Dir, CSG| PDIR| GIL C MENESES| DDA, CSG| PCSUPT| NOEL LAZARUS C VARGAS| | CDS, CSG| PSSUPT| FERDINAND E SANTOS| | | | | FED| Chief, FEO| PCSUPT| RAUL D PETRASANTA| SOSIA| C, SOSIA| PCSUPT| TOMAS G RENTOY III| | | | | REGIONAL DIRECTORS AND DIRECTORIAL STAFF| NCRPO| RD, NCRPO| PDIR | ALAN LM PURISIMA| | DRDA, NCRPO| PCSUPT| SONNY Y DAVID| | DRDO, NCRPO| PCSUPT| JUANITO B VANO JR| | RCDS, NCRPO| PCSUPT  | ARAZAD P SUBONG| | | | | NPD| DD, NPD| PCSUPT| ANTONIO L DECANO| | DDDA, NPD| PSSUPT| WILSON M AMPER| | DDDO, NPD| | VACANT| | CDDS, NPD| PSSUPT| ERIC SERAFIN G REYES| | | | | EPD| DD, EPD| PCSUPT| MIGUEL DM LAUREL| | OIC DDDA, EPD| PSSUPT| ANTONIO L GUMIRAN JR| DDDO, EPD| PSSUPT| ANTONIO L GUMIRAN JR| | CDDS, EPD| PSSUPT| DANILO L MALIGALIG| | | | | MPD| DD, MPD| PCSUPT| ALEJANDRO F GUTIERREZ| | DDDA, MPD| PSSUPT| JOSEPHUS G ANGAN| | DDDO, MPD| PSSUPT| ROBERT G PO| | CDDS, MPD| PSSUPT| RONALD R ESTILLES| | | | | QCPD| DD, QCPD| PCSUPT| MARIO O DELA VEGA| | DDDA, QCPD| | VACANT| | DDDO, QCPD| PSSUPT| JOEL D PAGDILAO| | CDDS, QCPD| PSSUPT| NERI A ILAGAN| | | | | SPD| DD, SPD| PCSUPT| BENITO C ESTIPONA| | DDDA, SPD| | VACANT| | DDDO, SPD| PSSUPT| ROLANDO E ASUNCION| | Acting CDDS, SPD| PSSUPT| CONRADO S CAPA| | | | | PRO 1| RD, PRO1| PCSUPT| FRANKLIN JESUS B B UCAYU| DRDA, PRO1| PCSUPT| ROMAN A FELIX| | DRDO, PRO1| PSSUPT| MANOLITO C LABADOR| | RCDS, PRO1| PSSUPT| ALEJANDRO M VALERIO JR| | | | | PRO 2| RD, PRO2| PCSUPT| RODRIGO P DE GRACIA| | DRDA, PRO2| PCSUPT| MANUEL P PINERA| | DRDO, PRO2| PSSUPT| RUFINO JEFFREY L MANERE| | Acting RCDS, PRO2| PSSUPT| PEDRO R DANGUILAN| | | | | PRO 3| RD, PRO3| PCSUPT| EDGARDO T LADAO| | Acting DRDA, PRO3| PSSUPT| WENDY G ROSARIO| | DRDO, PRO3| PSSUPT  | NOLI G TALINO| | RCDS, PRO3| PSSUPT| AGRIPINO G JAVIER| | | | | PRO 4-A| Acting RD, PRO4-A| PCSUPT| JAMES ANDRES B MELAD| | DRDA, PRO4-A| PCSUPT| ABNER O DIMABUYU| | DRDO, PRO4-A| PSSUPT| EDWIN T ERNI| RCDS, PRO4-A| PSSUPT| RONALD V SANTOS| | | | | PRO 4-B| RD, PRO4-B| PCSUPT| ARTEMIO G HICBAN| | DRDA, PRO4-B| PCSUPT| EDGAR L LAYON| | DRDO, PRO4-B| PSSUPT| DENNIS J PENA| | Acting RCDS, PRO4-B| PSSUPT| VIRGILIO C PARROCHA| | | | | PRO 5| RD, PRO5| PCSUPT| JOSE ARNE M DELOS SANTOS| | DRDA, PRO5| PCSUPT| VICTOR P DEONA| | Acting DRDO, PRO5| PSSUPT| PANCH O ADELBERTO M HUBILLA| | RCDS, PRO5| PSSUPT| ARNOLD L ALBIS| | | | | PRO 6| RD, PRO6| PCSUPT| CIPRIANO E QUEROL JR| | Acting DRDA, PRO6| PSSUPT| MANUEL B FELIX| | DRDO, PRO6| PSSUPT| WESLEY A BARAYUGA| | OIC RCDS, PRO6| PSSUPT| ALLAN C GUISIHAN| | | | |PRO 7| RD, PRO7| PCSUPT| MARCEL P GARBO JR| | DRDA, PRO7| PCSUPT| SAMUEL M YORDAN| | DRDO, PRO7| PSSUPT| LOUIE T OPPUS| | RCDS, PRO7| PSSUPT| ORLANDO D UALAT| | | | | PRO 8| RD, PRO8| PCSUPT| ARNOLD R REVILLA| | DRDA, PRO8| PCSUPT| VICENTE A LOOT| | DRDO, PRO8| PSSUPT| EDGAR O BASBAS| | RCDS, PRO8| PSSUPT| PEPITO M PACADA| | | | | PRO 9| RD, PRO9| PCSUPT| NAPOLEON R ESTILLES| | DRDA, PRO9| PCSUPT| MARIO B YANGA| | DRDO, PRO9| PSSUPT| RAMON M OCHOTORENA| | RCDS, PRO9| PSSUPT| CORNELIO N BARRIOS| | | | | PRO 10| Acting RD, PRO10| PCSUPT| GIL J HITOSIS| | DRDA, PRO10| PCSUPT| CATALINO B RODRIGUEZ JR| DRDO, PRO10| PSSUPT| LYNDEL A DESQUITADO| | RCDS, PRO10| PSSUPT| VIRGILIO T RANES| | | | | PRO 11| RD, PRO11| PCSUPT| JAIME H MORENTE| | DR DA, PRO11| PCSUPT| ANSELMO P PINILI| | DRDO, PRO11| PSSUPT| FEDERICO L DULAY JR| | RCDS, PRO 11,| PSSUPT| PIERRE R BUCSIT| | | | | PRO 12| RD, PRO 12| PCSUPT| ALEX PAUL I MONTEAGUDO| | DRDA, PRO 12| PCSUPT| LESTER O CAMBA| | DRDO, PRO 12| PSSUPT| ROBERT R KIUNISALA| | RCDS, PRO 12| PSSUPT| ELMER C BELTEJAR| | | | | PRO 13| RD, PRO13| PCSUPT| REYNALDO S RAFAL| | Acting DRDA, PRO13| PSSUPT| MARIO O SORIANO| | DRDO, PRO13| PSSUPT| FERNANDO G SEVILLA| | RCDS, PRO13| PSSUPT| DAVID Y OMBAO| | | | PRO ARMM| RD, PRO ARMM| PCSUPT| MARIO A AVENIDO| | DRDA, PRO ARMM| PCSUPT| JOEL MA T ALVAREZ| | DRDO, PRO ARMM| PSSUPT| ALBERTO C SUPAPO| | RCDS, PRO ARMM| PSSUPT| SERGIO A DIMANDAL| | | | | PRO COR| RD, PRO COR| PCSUPT| BENJAMIN B MAGALONG| | DRDA, PRO COR| PCSUPT| ELMER R SORIA| | DRDO, PRO COR| PSSUPT| ROBERTO Q SORIANO| | RCDS, PRO COR| PSSUPT| DONATO O BACQUIAN| GENERAL QUALIFICATION FOR APPOINTMENT * A citizen of the Philippines; * A person of good moral character; * Must have passed the Ph ysical Agility Test, Neuro-Psychological Examination, General Physical and Dental Examination as well as Drug Test to e administered by the PNP for the purpose of determining physical and mental health; * Must possess a formal baccalaureate degree from a recognized institution of learning; * Must be eligible in accordance with the standards set by NAPOLCOM; * Must have not been dishonorably discharged from military employment or dismissed for cause from any civilian position in the government; * Must have not been convicted by final judgment of an offense or crime involving moral turpitude; * Must be at least one meter and sixty-two centimeters (1. 2 m. ) in height for male and one meter and fifty-seven centimeters (1. 57 m. ) for female; * Must not weigh not more or less five kilograms (5 kgs. ) than the standard weight corresponding to his or her height, age, and sex; and * Must not be less than twenty-one (21) nor more than thirty (30) years of age upon take oath. Except for the last qualification, the above-enumerated qualifications shall be continuing in character and an absence of any one of them at any given time shall be a ground for separation or retirement from the service: Provided, that PNP members who are already in the service upon the effectively of RA 8551 shall be given at least two (2) years to obtain the minimum education qualification and one (1) year to satisfy the weight requirement. Eligibility Requirements: Civil Service Professional (CSP) PO1 Entrance Exam (NAPOLCOM ; CSC)RA 1080 (Board Passer, Med Doctor, Engineering, Teacher etc†¦ ) RA 6506 (Criminologist) PD 907 For Regular Recruitment Quota, applicants may submit his/her folder with complete documentary requirements to the Provincial Screening Committee for eventual recommendation to the PNP Regional Screening Committee. Documentary Requirements: * Personal Data Sheet (CS form 212, Revised 2005) * Birth Certificate ; Marriage Contract, ; Birth Certificate of Children * Transcr ipt of Scholastic Records ; Diploma * Eligibility * Clearances1 Piece whole Body Picture Barangay Clearance Local Police Clearance * Mayor’s Clearance * MTC/RTC/Prosecutor Clearance * NBI Clearance * DI Clearance PHQ – S2) * Good Moral Character for College/University * Medical Certifcate from Local Health Office Note: Documents must be properly authenticated by issuing office/ agency. Use ordinary BLUE Long Folder with plastic cover ; white tabbings for the application folders. Ad Hoc Screening Committee: Ad Hoc Screening Committee that shall be responsible for the widest dissemination of vacancies in the area and determination of the fitness of police applicants.The Screening Committee shall be composed as follows: a. City/Municipal Screening Committee * Members * Vice-Mayor designated as Chairman * DILG CLGOO/MLGO as Vice-Chairman * POC Member from the Academe designated as Member * City Director (for City Level)/Chief of Police (Municipal Level) and Member b. Provi ncial Screening Committee PNP Deputy Provincial Director for Administration or any PNP Senior Officer in the province designated by the Provincial Director – Chairman. Members NAPOLCOM Official to be designated by the NAPOLCOM Regional Director * Private citizen of known probity and integrity in the province to be designated by the Provincial Governor * PLEB Chairman in the locality where the selection will be undertaken * PPOC Representative to be designated by the PPOC Chairman c. Regional Screening Committee PNP Deputy – Regional Director for Administration or any PNP Senior Officer in the Regional Command designated by the PNP Regional Director – Chairman Members NAPOLCOM Senior Official in the Regional Office to be designated by the Regional Director * Private citizen of known probity and integrity in the region to be designated by the Provincial Governor of the province where the Regional Command Headquarters is situated. * PLEB Chairman in the locality wh ere the selection will be undertaken * RPOC Representative to be designated by the RPOC Chairman Additional Screening and Recruitment Committees, however, may be constituted by the PNP to facilitate expeditious and efficient processing of applications, provided the herein required membership shall be followed.Screening Procedure a. Preliminary Interview/Screening – A point system shall be applied in the assessment and evaluation of the measurable qualification standards possessed by an individual applicant. The applicant shall be interviewed personally by the Screening Committee. If the applicant qualifies, he/she shall be required to present or accomplish the following:   | Minimum Points| Maximum Points| Educational| 21 pts| 30 pts| Eligibility| 21 pts| 30 pts| Physical Agility Test| 10. 5 pts| 15 pts| Final Interview| 16 pts| 25 pts| | 68. 5 pts| 100 pts| iven for those with Masteral, LLB units, graduates with honors and with multiple eligibilities (maximum 30 points) b. Physical Agility Test (15 pts) – The Screening Committee shall require the applicant to undergo a physical agility test designed to determine whether or not he possesses the required coordination, strength and speed of movement necessary for service, as follows: Maximum Total| 100 pts| Passing Score| 75 pts| |   |   |   | A. 7 Pull ups (3 pts each) hanging (time in sec divided by 6 = pts earned)| men| 21 points|   | women|   | B. 2 min Push ups (0. 5 pt each)| men| 20 points| 1. 0 pt each)| women|   | C. 2 min Sit ups (0. 5 pt each)| men| 21 points| (1. 0 pt each)| women|   | D. 100 meter run|   | 18 points| |   |   |   | 100 Meter Runs (Sprint)| Men|   | Women| Below 13. 0 sec or less| 20 pts| Below 19 seconds|   | 13 seconds +| 18 pts| 19 seconds +|   | 14 seconds +| 16 pts| 20 seconds +| 16 pts| 15 seconds +| 14 pts| 21 seconds +| 14 pts| 16 seconds +| 12 pts| 22 seconds +| 12 pts| 17 seconds ; up| 10 pts| 23 seconds +| 10 pts| |   |   |   | 1000 Meter Runs| Men|   | women|   | 3'25† and below| 18 pts| 4'25† below| 18 pts| 3'26† – 3'46†³| 16 pts| 4'26† – 4'46†³| 16 pts| '47† – 4†² 07†³| 14 pts| 4'47† – 5†² 07†³| 14 pts| 4'08† – 4†² 28†³| 12 pts| 5'08† – 5†² 28†³| 12 pts| |   |   | | c. Psychological and/or Neuro Psychiatric Test – To exclude applicants who may be suffering from any mental disorder, the applicant shall take a psychological and/or neuro-psychiatric test to be administered by the PNP, or any duly recognized institution and meet all the requirements in paragraph (a) above. d. Character and Background Investigation – The Screening Committee shall cause an intensive investigation to be conducted on the character and background of the applicant with the end in view of etermining his character reputation and possible involvement in any questionable or criminal activities as well as his propensity toward violence or use of force. e. Physical and Mental Examination – In order to determine whether or not the applicant is in good health, free from any contagious diseases, a physical and medical examination must be conducted by the city/municipal health officer or PNP medical officer after he/she qualified for preliminary interview. f.Final interview (25 pts) – The Screening Committee shall interview the qualified applicant for suitability for police work. The interview shall aid in determining likeableness, affability, attitude towards work, outside interest, forcefulness, conversational ability, disagreeable mannerism, etc. g. Oath-Taking – After the final deliberation and through selection among the qualified applicants, the successful applications shall take their oath of Office. h. Probationary – period of at least twelve (12) months.The New PO1s must undergo the Public Safety Basic Recruit Course (PSBRC) and Field Training Program in order to attain permanent status. Appointment of PNP Officers and Members The appointment of the officers and members of the PNP shall be effected in the following manner :(a) Police Officer I to Senior Police Officer IV . – Appointed by the PNP regional director for regional personnel or by the Chief of the PNP for the national headquarters personnel and attested by the Civil Service Commission. (b) Inspector to Superintendent – Appointed by the Chief of the PNP, as recommended by their immediate superiors, attested by the Civil Service Commission;(c) Senior Superintendent to Deputy Director General . – Appointed by the President upon recommendation of the chief of the PNP, with proper endorsement by the Chairman of the Civil Service Commission and subject to confirmation by the Commission on Appointments; and(d) Director General . – Appointed by the President from among the senior officers down to the rank of chief superintendent in the service, subject to confirmation by theCommission on Appointments: Provided, That the Chief of the PNP shall serve a tour of duty not to exceed four (4) years: Provided, further, That, in times of war or other national emergency declared by Congress, the President may extend such tour of duty. Qualifications of Chief of City and Municipal Police Stations 1. No person may be appointed chief of a city police station unless he holds bachelor’s degree from a recognized institution of learning or has served in the Philippine Constabulary or in the police department of any city or municipality with the rank of captain or its equivalent therein for at least three (3) years. . No person may be appointed chief of a municipal police station unless he holds a bachelor’s degree from a recognized institution of learning or has served as officer in the Philippine Constabulary or in the police department of any city or municipality for at least two(2) years with the rank lieutenant or its equivalent: Provided, 3.That a member of the Bar with at least five (5) years experience in active law practice and who possesses the general qualifications under Section 30 of this Act shall be qualified for appointment as chief of a city or municipal police station: Provided, further, That the chief of police shall be appointed in accordance with the provisions of Section 51, paragraph b), subparagraph (4) (i) of this Act. Promotions a) A member of the PNP shall not be eligible for promotion to a higher position or rankunless he has successfully passed the corresponding promotional examination given by theCommission, or the Bar or corresponding board examinations for technical services and other professions, and has satisfactorily completed an appropriate and accredited course in thePNP or equivalent training institutions. In addition, no member of the PNP shall eligible for promotion unless he has been cleared by the People's Law Enforcement Board (PLE B) of complaints proffered against him, if any. b) Special promotion may be extended to any member of the PNP for acts of conspicuouscourage and gallantry at the risk of his life above and beyond the call of duty, or selected assuch in a nationwide search conducted by the PNP or any accredited civic organization. PNP RANKS AND INSIGNIA Police Commissioned Officer Shoulder Ranks | | | | Police Chief Superintendent General| Police Director| Police Deputy Director General| Police Director General| | | |   | Police Chief Inspector| Police Superintendent| Police Senior Superintendent|   | | |   |   |Police Inspector| Police Senior Inspector|   |   | Police Non-Commissioned Officer Sleeve Ranks | | | | Senior Police Officer I| Senior Police Officer II| Senior Police Officer III| Senior Police Officer IV| | | |   | Police Officer I| Police Officer II| Police Officer III|   | Note:  Rank in  Italics  is the Army equivalent. There is no Second Lieutenant rank-equivalent in the PNP. ADMINISTRATIVE DISCIPLINARY MACHINERY (RA 6975 – Sec 41-50) Section 41. (a) Citizen's Complaints. Any complaint by an individual person against any member of the PNP shall be brought before the following: (1) Chiefs of police, where the offense is punishable by withholding of privileges, restriction to specified limits, suspension or forfeiture of salary, or any combination thereof for a period not exceeding fifteen (15) days; (2) Mayors of cities or municipalities, where the offense is punishable by withholding of privileges, restriction to specified limits, suspension or forfeiture of salary, or any combination thereof, for a period of not less than sixteen (16) days but not exceeding thirty (30) days; (3) People's Law Enforcement Board, as created under Section 43 hereof, where the offense is punishable by withholding of privileges, restriction to specified limits, suspension of forfeiture of salary, or any combination thereof, for a period exceeding thirty (3 0) days; or by dismissal. The Commission shall provide in its implementing rules and regulations a scale of penalties to be imposed upon any member of the PNP under this section. (b) Internal Discipline. In dealing with minor offenses involving internal discipline found to have been committed by any regular member of their respective commands, the duly designated supervisors and equivalent officers of the PNP shall, after due notice and summary hearing, exercise disciplinary powers as follows: (1) Chiefs of police or equivalent supervisors may summarily 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: Provided; That, in all cases, the total period shall not exceed fifteen (15) days; (2) Provincial directors or equivalent supervisors may summarily impose the administrative punishment of admonition or reprimand; restriction to spec ified 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 thirty (30) days; (3) Police regional directors or equivalent supervisors shall have the power to impose upon any member the disciplinary punishment of dismissal from the service. He may also impose the administrative punishment of admonition or reprimand; restriction to specified limits; withholding of privileges; suspension or forfeiture of salary; demotion; or any combination of the foregoing: Provided, That, in all cases, the total period shall not exceed sixty (60) days; (4) The Chief of the PNP shall have the power to impose the disciplinary punishment of dismissal from the service; suspension or forfeiture of salary; or any combination thereof for a period not exceeding one hundred eighty (180) days. (c) Exclusive Jurisdiction. A complaint or a charge filed against a PNP member shall be heard and deci ded exclusively by the disciplining authority who has acquired original jurisdiction over the case and notwithstanding the existence of concurrent jurisdiction as regards the offense: Provided, That offenses which carry higher penalties referred to a disciplining authority shall be referred to the appropriate authority which has jurisdiction over the offense. For purposes of this Act, a â€Å"minor offense† shall refer to an act or omission not involving moral turpitude, but affecting the internal discipline of the PNP, and shall include, but not limited to: (1) Simple misconduct or negligence; (2) Insubordination; (3) Frequent absences or tardiness; 4) Habitual drunkenness; and (5) Gambling prohibited by law. Section 42. Summary Dismissal Powers of the PNP Chief and Regional Directors. – The Chief of the PNP and regional directors, after due notice and summary hearings, may immediately remove or dismiss any respondent PNP member in any of the following cases: (a) When the charge is serious and the evidence of guilt is strong; (b) When the respondent is a recidivist or has been repeatedly charged and there are reasonable grounds to believe that he is guilty of the charges; and (c) When the respondent is guilty of conduct unbecoming of a police officer. Section 43. People's Law Enforcement Board (PLEB). (a) Creation and Functions. – Within thirty (30) days from the issuance of the implementing rules and regulations by the Commission, there shall be created by the sangguniang panlungsod/bayan in every city and municipality such number of People's Law Enforcement Boards (PLEBs) as may be necessary: Provided, That there shall be at least one (1) PLEB for every municipality and for each of the legislative districts in a city. The PLEB shall have jurisdiction to hear and decide citizen's complaints or cases filed before it against erring officers and members of the PNP. There shall be at least one (1) PLEB for every five hundred (500) city or mu nicipal police personnel. b) Composition and Term of Office. – The PLEB shall be composed of the following: (1) Any member of the sangguniang panlungsod/bayan chosen by his respective sanggunian; (2) Any barangay captain of the city or municipality concerned chosen by the association of barangay captains; and (3) Three (3) other members who shall be chosen by the peace and order council from among the respected members of the community known for their probity and integrity, one (1) of whom must be a member of the Bar or, in the absence thereof, a college graduate, or the principal of the central elementary school in the locality. The Chairman of the PLEB shall be elected from among its members.The term of office of the members of the PLEB shall be for a period of two (2) years from assumption of office. Such member shall hold office until his successor shall have been chosen and qualified. (c) Compensation – Membership in the PLEB is a civic duty. However, PLEB members may be paid per diem as may be determined by the city or municipal council from city or municipal funds. (d) Procedure – (1) The PLEB, by a majority vote of all its members and its Chairman shall determine whether or not the respondent officer or member of the PNP is guilty of the charge upon which the complaint is based. (2) Each case shall be decided within sixty (60) days from the time the case has been filed with the PLEB. 3) The procedures in the PLEB shall be summary in nature, conducted in accordance with due process, but without strict regard to technical rules of evidence. (4) The Commission shall issue the necessary implementing guidelines and procedures to be adopted by the PLEB, including graduated penalties which may be imposed by the PLEB. (5) The Commission may assign the present NAPOLCOM hearing officers to act as legal consultants of the PLEBs and provide, whenever necessary, legal services, assistance and advise to the PLEBs in hearing and deciding cases ag ainst officers and members of the PNP, especially those involving difficult questions of law: Provided, That these lawyers may also be assigned to investigate claims for death and disability benefits of PNP members or their heirs. e) Decisions – The decision of the PLEB shall become final and executory: Provided, That a decision involving demotion or dismissal from the service may be appealed by either party with the regional appellate board within ten (10) days from receipt of the copy of the decision. Section 44. Disciplinary Appellate Boards. – The formal administrative disciplinary machinery for the PNP shall be the National Appellate Board and the regional appellate boards. The National Appellate Board shall consist of four (4) divisions, each division composed of a Commissioner as Chairman and two (2) other members. The Board shall consider appeals from decisions of the Chief of the PNP. The National Appellate Board may conduct its hearings or sessions in Metropo litan Manila or any part of the country as it may deem necessary.There shall be at least one (1) regional appellate board per administrative region in the country to be composed of a senior officer of the regional Commission as Chairman and one (1) representative each from the PNP, and the regional peace and order council as members. It shall consider appeals from decisions of the regional directors, other officials, mayors, and the PLEBs: Provided, That the Commission may create additional regional appellate boards as the need arises. Section 45. Finality of Disciplinary Action. – The disciplinary action imposed upon a member of the PNP shall be final and executory: Provided, That a disciplinary action imposed by the regional director or by he PLEB involving demotion or dismissal from the service may be appealed to the regional appellate board within ten (10) days from receipt of the copy of the notice of decision: Provided, further, That the disciplinary action imposed by t he Chief of the PNP involving demotion or dismissal may be appealed to the National Appellate Board within ten (10) days from receipt thereof: Provided, furthermore, That the regional or National Appellate Board, as the case may be, shall decide the appeal within sixty (60) days from receipt of the notice of appeal: Provided, finally, That failure of the regional appellate board to act on the appeal within said period shall render the decision final and executory without prejudice, however, to the filing of an appeal by either party with the Secretary. Section 46. Jurisdiction in Criminal Cases. Any provision of law to the contrary notwithstanding, criminal cases involving PNP members shall within the exclusive jurisdiction of the regular courts: Provided, That the courts-martial appointed pursuant to Presidential Decree No. 1850 shall continue to try PC-INP members who have already been arraigned, to include appropriate actions thereon by the reviewing authorities pursuant to Commo nwealth Act No. 408, otherwise known as the Articles of War, as amended, and Executive Order No. 178, otherwise known as the Manual for Courts-Martial: Provided, further, That criminal cases against PC-INP members who may have not yet been arraigned upon the effectivity of this Act shall be transferred to the proper city or provincial prosecutor or municipal trial court judge. Section 47. Preventive Suspension Pending Criminal Case. Upon the filing of a complaint or information sufficient in form and substance against a member of the PNP for grave felonies where the penalty imposed by law is six (6) years and one (1) day or more, the court shall immediately suspend the accused from office until the case is terminated. Such case shall be subject to continuous trial and shall be terminated within ninety (90) days from arraignment of the accused. Section 48. Entitlement to Reinstatement and Salary. – A member of the PNP who may have been suspended from office in accordance with the provisions of this Act or who shall have been terminated or separated from office shall, upon acquittal from the charges against him, be entitled to reinstatement and to prompt payment of salary, allowances and other benefits withheld from him by reason of such suspension or termination. Section 49. Legal Assistance. –The Secretary of the Department of Justice, the Chairman of the Commission or the Chief of the PNP may authorize lawyers of their respective agencies to provide legal assistance to any member of the PNP who is facing before the prosecutor's office, the court or any competent body, a charge or charges arising from any incident which is related to the performance of his official duty: Provided, That government lawyers so authorized shall have the power to administer oaths. The Secretary of Justice, the Chairman of the Commission, and the Chief of the PNP shall jointly promulgate rules and regulations to implement the provisions of this section. Section 50. Pow er to Administer Oaths. – Officials of the Commission who are appointed by the President, as well as officers of the PNP from rank of inspector to senior superintendent, shall have the power to administer oaths on matters which are connected with the performance of their official duties.

“Love” in Carol Ann Duffy’s Valentine Essay

Many people usually see â€Å"love† only one side especially when they deeply fall in love with someone. There are a lot of poems that respond the feeling of these falling in love people about how beautiful love is. It is true that love is beautiful. On the other hand, for me sometimes love is also painful. I really like the sentence that â€Å"love is color-blind† because this sentence can show not only the positive side of love but also the negative side of love. So does Carol Ann Duffy’s Valentine. On Valentine’s day, many people will neatly prepare the present such as a red rose, a cute card, or something that extremely beautiful and worthwhile for their beloved couples but Carol Ann Duffy thinks that these presents are predictable. Carol Ann Duffy says that she will give an onion to whom she loves. Why onion? It is because an onion represents both sides of love. Love has many layers like an onion. You may waste your time for many people who are not the right one for you and will face many problems and barriers that you and your love have to fight for love before you will find â€Å"true love.† Along this way, sometimes you will be sad and cry many times like an onion when you peel it because an onion can make your tears. In contrast, you can say that the nature of an onion can refer to the levels of happiness that happiness has many levels itself. Sometimes it means comfort and memories but sometimes it means like a firework. In addition, Carol Ann Duff compares an onion to the moon too. Although the moon is wrapped in brown paper, it still has light. Like love, no matter what is going to happen, it is still light and beautiful. On the contrary, the moon is the sign of sorrow opposite of the sun. At first when you see the moon, you may consider that it is extremely beautiful but if you see it much closer, you will see it is rough. It is not so beautiful as you firstly see it from the far. It is like an onion because you will think it causes nothing until you peel it. In other word, it is like love. You cannot know that love can also hurt you whether you face it yourself. It takes time to know how painful love can be like it takes way to know how rough the moon is. Carol Ann Duffy tries to tell about the truth of love as she says â€Å"I am trying to be truthful†. You have chances to choose â€Å"to love or not to love† whether you choose â€Å"to love†, you should know that love is no t always end of happiness. It is like when you have the proposal. It is optional. You can choose to be still alone or to walk together with your love. Love will be possessive and honest as long as we walk along together or love can bring heartache if we do not get along well. If you agree the proposal, your life will be changed. If you are married, the wedding ring will stay on your left ring finger to show love between you and your love and it will stay forever if you get along well like the smell of an onion that will stick to your fingers when you peel it. But if not love can be deadly. You can get the suicide holding the knife if you are really disappointed â€Å"Its platinum loops shrink to a wedding ring, if you like. Lethal. Its scent will cling to your fingers, cling to your knife.† In my opinion, the knife also has two sides. It depends on you that you can use the knife in the useful way as the real knife can be used in your daily life. You can be a good wife with the knife because you can use knife to make amazing food for your husband. Conversely, you can also use the knife to make a tragedy scene. Therefore, you can choose your way by yourself. Love is always bitter-sweet. No one will be happy or sad about love all the time. Love has both sides itself. It can fulfill your hope or make you upset. Hence, Carol Ann Duffy’s Valentine is the poem that builds the realistic portray of love to make the reader be aware of love because love is not always beautiful, sometimes it is painful.

“Love” in Carol Ann Duffy’s Valentine Essay

Many people usually see â€Å"love† only one side especially when they deeply fall in love with someone. There are a lot of poems that respond the feeling of these falling in love people about how beautiful love is. It is true that love is beautiful. On the other hand, for me sometimes love is also painful. I really like the sentence that â€Å"love is color-blind† because this sentence can show not only the positive side of love but also the negative side of love. So does Carol Ann Duffy’s Valentine. On Valentine’s day, many people will neatly prepare the present such as a red rose, a cute card, or something that extremely beautiful and worthwhile for their beloved couples but Carol Ann Duffy thinks that these presents are predictable. Carol Ann Duffy says that she will give an onion to whom she loves. Why onion? It is because an onion represents both sides of love. Love has many layers like an onion. You may waste your time for many people who are not the right one for you and will face many problems and barriers that you and your love have to fight for love before you will find â€Å"true love.† Along this way, sometimes you will be sad and cry many times like an onion when you peel it because an onion can make your tears. In contrast, you can say that the nature of an onion can refer to the levels of happiness that happiness has many levels itself. Sometimes it means comfort and memories but sometimes it means like a firework. In addition, Carol Ann Duff compares an onion to the moon too. Although the moon is wrapped in brown paper, it still has light. Like love, no matter what is going to happen, it is still light and beautiful. On the contrary, the moon is the sign of sorrow opposite of the sun. At first when you see the moon, you may consider that it is extremely beautiful but if you see it much closer, you will see it is rough. It is not so beautiful as you firstly see it from the far. It is like an onion because you will think it causes nothing until you peel it. In other word, it is like love. You cannot know that love can also hurt you whether you face it yourself. It takes time to know how painful love can be like it takes way to know how rough the moon is. Carol Ann Duffy tries to tell about the truth of love as she says â€Å"I am trying to be truthful†. You have chances to choose â€Å"to love or not to love† whether you choose â€Å"to love†, you should know that love is no t always end of happiness. It is like when you have the proposal. It is optional. You can choose to be still alone or to walk together with your love. Love will be possessive and honest as long as we walk along together or love can bring heartache if we do not get along well. If you agree the proposal, your life will be changed. If you are married, the wedding ring will stay on your left ring finger to show love between you and your love and it will stay forever if you get along well like the smell of an onion that will stick to your fingers when you peel it. But if not love can be deadly. You can get the suicide holding the knife if you are really disappointed â€Å"Its platinum loops shrink to a wedding ring, if you like. Lethal. Its scent will cling to your fingers, cling to your knife.† In my opinion, the knife also has two sides. It depends on you that you can use the knife in the useful way as the real knife can be used in your daily life. You can be a good wife with the knife because you can use knife to make amazing food for your husband. Conversely, you can also use the knife to make a tragedy scene. Therefore, you can choose your way by yourself. Love is always bitter-sweet. No one will be happy or sad about love all the time. Love has both sides itself. It can fulfill your hope or make you upset. Hence, Carol Ann Duffy’s Valentine is the poem that builds the realistic portray of love to make the reader be aware of love because love is not always beautiful, sometimes it is painful.

Social Media And Its Impacts On Communication - 1446 Words

Social Media, and its Impacts on Communication and Interaction in our Society Introduction The introduction and the spread of the Internet have revolutionized the way individuals communicate and interact with each other. According to Van and Thomas, propagation of this medium of interaction or communication makes it unimaginable to remember that only a few decades back when people had to wait for days, weeks or even months to receive letters from their friends, relatives, or various agencies (3). Today, the internet has made communication quick and cost-effective for most of the people. The latest innovation or by-product from the web is social media. There are various social media platforms, which individuals find new friends, keep†¦show more content†¦Benefits of Social Media Social media allow persons from all over the world to remain contact and communicate with their friends, family, at the same time make new connections. As stated by Amedie, social media sites are known for allowing people to make new connections with people who share similar interests, creating new relationships, and people end up being good friends (4). In fact, people create groups that accommodate subscribers who have similar interests or life goals where they assist each other. Again, there are friends or family members who are a thousand miles away; and through the use of social sites, it is easy to often communicate with them, increasing intimacy at a reduced cost. Furthermore, social networks have encouraged the users to come up with an online persona, which establishes a personal network of friends who connect to an open worldwide community. Social media also allows the sharing of valuable information among individuals around the world. Most of the social media sites incorporate instant messaging features where people exchange or share information via the chat (Amedie 5). Apparently, people don’t need to buy or turn newspapers to stay informed on the current issues. Considerably, social media has increased the speed at which the news spread and reach out to the public all over the world. Various media houses have partnered with social platforms such as Facebook, YouTube, or Twitter to collect and shareShow MoreRelatedImpact Of Social Media On Communication827 Words   |  4 PagesImpact of Social Media on Communication Topic: Impact of social media on communication General Purpose: to inform Specific Purpose: to inform audience on how social media has changed the way we communicate with others Thesis: Social media has impacted the way we as a society use communication in our daily lives as well as in our business relationships. I. Introduction: a. Attention getter: You’re sitting at home bored and you don’t know what to do so you text your best friend to hang out. OrRead MoreSocial Media Impact On Social And Communication1231 Words   |  5 Pagesdominated by social media interactions. You are probably more likely to speak to family and friends through electronic devices rather than face-to-face. But is modern technology and social media impairing our interpersonal communication and social skills? Recent research and studies suggest demonstrate that social media negatively impacts social and communication skills. However there are ways to combat these detrimental effects. Social media will continue to be the preferred form of communication amongRead MoreThe Impact Of Social Media On Interpersonal Communication1545 Words   |  7 Pagesmight assume that this instant gratification has negatively affected interpersonal communication, though it could be argued that technology has improved communication between adolescents and their friends as well as adolescents and their families through social media. Social media not only affects how teens interact with their friends, but it also impacts family dynamics as well by increasing connectivity and communication which fosters family closeness. Family closeness and well-being can be conceptualizedRead MoreEssay on Impact of Social Media on Communication899 Words   |  4 Pagesare used for communication. It took around one hundred years to get from the telegraph to the telephone. It was less than 50 years later that the first computer was being programmed for use. Computers evolved over the next 75 years to become a key component in how we communicate to others and to the world at large. The new computerized communication tools that are used today are known as â€Å"social media† and have many benefits as well as drawbacks. So, what is social media exactly? JoanneRead MoreSocial Media s Impact On Communication1456 Words   |  6 PagesCommunication has been permanently changed by social media. A wide conceptual definition of social media, as cited in Ressler Glazer (2010), is â€Å"The online and mobile accessible services that enable individuals to connect, collaborate, and share with others in real time.† Social media has an obvious influence on informal communication style and represents both possibility and liability for healthcare institutions. As cited in Bernhardt, Alber, Gold (2014), â€Å"Social media provide healthcare professionalsRead MoreThe Impact Of Social Media On Contemporary Business Communication1409 Words   |  6 Pagesâ€Å"The impact of social media on contemporary business communication.† First at all we need to understand the Social media is the collective of an online Communication of Channels of dedicated to community- based system inputs, interagency, content-sharing and collaboration. The websites and the Applications of dedicated to Create a forum, a microblogging, social networking, the social bookmarking, and wikis are Among the different types of social media. Secondly, we need to know how business communicationRead MoreThe Impact Of Social Media On Corporate Communication Strategies2463 Words   |  10 PagesAbstract This paper will explore the impact of social media on corporate communication strategies. It will examine what social media encompasses as well as an overview of social media from a historical context. Moreover, it will provide an in-depth explanation about the different types of social media. Furthermore, it will describe the steps involved in implementing a corporate social media strategy. In addition, it will delve into the influence that social media has on corporate reputation. It willRead MoreThe Impact of Social Media Marketing in Marketing Communication Opportunities: in Context of Dell3907 Words   |  16 Pages| 6 | Impact of Social Media Marketing in Dell Current Communication Process | 8 | 7. | Challenges of Social Media Marketing in the Marketing Environment | 11 | 8. | Benefits of Social Media Marketing in the Marketing Environment | 13 | 9. | Conclusion | 15 | 10. | References | 16 | 2. Abstract Social media marketing is no longer a foreign to business marketer nowadays. This paper will examine the impact of social media marketing on the marketing communication opportunitiesRead MoreSocial Media and Its Impact on Social Behavior1455 Words   |  6 PagesSocial Media and its Impact on Social Behavior Social Media and its Impact on Social Behavior Introduction Social media has drastically changed how people communicate. How many people remember how it feels to hear the phone ring in the house or receive a letter in the mail? Today’s youth know nothing other than text messages, tweets, and Facebook. Social media and the social entertaining websites of today have affected social behavior in many ways. While there are many advantages to this technologicalRead MoreThe Impact Of Social Media On Employee Performance1421 Words   |  6 Pagesoutlines the impact social media has had on business and management communication. Social media has changed so much for the world; it has connected people from all over with the click of a button. Even though social media has been a game-changer for many businesses and a vital tool for communication, it has brought along of negative outcomes. The articles I have researched demonstrate both pros and cons for the use of social media in the work and give supporting facts from their standpoint. Social med ia

The Do This, Get That Guide On How Write Persuasive Essay Samples

The Do This, Get That Guide On How Write Persuasive Essay Samples It's always optional that essays writing shouldn't be accomplished with any ideal preparation. Persuasive essays share a whole lot of resemblance with argumentative essays. In other words, an argumentative essay has to be based on cold hard facts that have been researched and are verifiable. You could also see essay examples. You can also see literacy essay. You could also see synthesis essay. You may download our sample essays at no cost. You might also see expository essay. You might also see descriptive essay. How can you write a very good argumentative essay. In most high schools, your capability of writing this kind of essay is going to be evaluated in class. It's not that hard to locate persuasive essay examples college students are able to make use of (in other words, if we're talking about inspiration, not downright plagiarism). You can also see college essay. Persuasive essays are among the most frequently encountered sort of assigned works whether before, during, or following your college life. The How Write Persuasive Essay Samples Trap When compared to other sorts of literature out there, a persuasive college structure is distinguished by its effectiveness and concentrate on convincing the readers of someone's point of view. The next thing to do is to begin doing research. There are several choices for you to select which you are able to take from t he numerous regions of study. One of the most usual varieties of writing is essay writing. If nobody knows the way to write or read cursive handwriting, the shape of communication is going to be lost, some believe. To prove to be an excellent at paper writing you'll want to make your interpretation and thoughts together very strong. There are specific elements that help determine the practice of writing a persuasive essay. After reading through some samples you must have a very good idea how to compose your persuasive essay. To put it differently, you want to understand the aim of your persuasive essay. In the event the topic isn't interesting you're not likely to compose a very good persuasive essay since there'll be nothing you're able to persuade readers of. First of all, you will need to choose the essay topic. How Write Persuasive Essay Samples Fundamentals Explained The ideal way to craft an excellent persuasive essay is to be ready for every one of the opposition's arguments. If you've got interest in a specific topic you've got all chances to compose a persuasive essay. Select a topic with which you're well informed. Most academic essay topics usually ask you to choose a side in an argument or maybe to defend a specific side against criticism. Conclusion ought to be at the end. Persuasive speech examples are the best-fit choice for everybody who doesn't have a concept of the way to com mence the assignment and the way to make sure the last copy is spot on. How Write Persuasive Essay Samples: No Longer a Mystery First of all, you want to know the basic essentials of persuasive writing and know the five elements of persuasion. All things considered, if you're writing as part of a class assignment, it's safe to suppose that the professor will become your audience, however, it's still important to have a target audience in mind. Bear in mind, the power of persuasion is about supporting everything you say with good proof. The issue with modern writing styles is that almost all authors do not appear to pay enough attention to readers' expectations. You need to have three or more paragraphs' worth of evidence for your argument, and should you not, it's possible your thesis isn't strong enough. Persuasive essays haven't any paragraph limits. The admissions committee will have a look at your essay to realize that you've must find a feeling they are hearing and res ponding to exactly the same motivation let the remainder of your application, not the personal statement, speak for your. A thesis statement is usually only a couple of sentences long, but it could sometimes extend to a complete paragraph. The 5-Minute Rule for How Write Persuasive Essay Samples You can also see travel essay. Following your research, you would get a better idea of the general content of your essay. Make certain you find enough information sources, and be certain they're authoritative and dependable. Irrespective of the subject, you should think about using elements described below as a way to compose a strong essay.

The Odyssey Thesis Paper - 1620 Words

The Odyssey Thesis Paper Logan Austin Pajuelo Mr. Gruber English 1 Honors, Period 3 12/18/2012 Hunger, whether a literal hunger or a hunger for power has always been a downfall for humankind. In the Odyssey hunger destroys the lives of many men. Even though the Odyssey is just an epic it reflects in many ways how hunger can ruin and sometimes even destroy someone’s life. In history, hunger has shown itself in many different and unique ways. For example Hitler’s hunger for power destroyed millions of lives. It forced millions of people to move their homes and change their lives or to even lose their lives. Hunger has caused people and even entire nations to be decimated. If people could control there hunger the world and†¦show more content†¦It has also brought the problem of the suitors upon Ithaca. The reason being is that if Odysseus would have arrived home earlier the suitors would not have tried to make a move on Odysseus’s throne. Odysseus also has a hunger for power. He always wants to be the leader. He wants to be the person that everyone is looking up to. This caused him to go through great grief and sorrow many times throughout the Odyssey. The first of these incidents was when the Cyclops took away several of his men and ate and killed them. Also when Scylla and Charybdis took away more of his men Odysseus felt responsible for their deaths and went through a depression like state. In the â€Å"Lotus Eaters† Odysseus lost some his men to the Lotus plant. This hurt him as well. But the one that affected him the most was when Zeus cast his lightning at their ship and killed everyone except Odysseus himself. Odysseus is not the only one with a hunger for knowledge in this story. His crew also has the same hunger. They have taken after Odysseus in many ways but this one above all has shown itself. There are several examples showing where there hunger has gotten them into trouble or placed into the face of danger. One time above all where this has affected them was when the crew opened the bag of winds that Odysseus would not let them open. This caused the ship to come into view of Ithaca but then be pushed far out to sea away from their home and ultimately to their ownShow MoreRelatedCritical Lens Layout Essay804 Words   |  4 PagesDirections: The critical lens is a formulaic essay that consists of 4-6 paragraphs and explores two works of literature and two literary elements from each work of literature. Use the format below to help you write your essay using Homer’s epic poem The Odyssey and Richard Connell’s short story â€Å"The Most Dangerous Game†. Introduction Paragraph: †¢ Copy the quotation exactly as it appears and include the author (1 sentence) â€Å"Henry Ward Beecher once said, â€Å"Greatness lies not in being strong, but inRead MoreQuestion and Cornell Notes769 Words   |  4 PagesThe ODYSSEY PART: in the PRENTICE HALL Gold Edition Textbook: ASSIGNMENTS and DIRECTIONS on-line and in student’s binders: HW MONDAY night, 3/19.   INTRODUCTION: Read + take 1-page of Test-Review Notes on lined paper (or type them) for pages 641-646; copy definitions/lists as found on pages: EPIC POEM, EPIC HERO, CONCEPTS/top/p.643.  Ã‚  Ã‚  Ã‚   PART I: HW TUESDAY, 3/20: Read Sailing from Troy,  647-648.   In 3-4 sentences, TYPE responses to questions: #1,3, 4. [Optional Extra quiz: Cornell notesRead MoreIs Google Making Us Stupid?1338 Words   |  6 Pageswith the audience to dig into their hearts from the first paragraph, quoting a scene from A Space Odyssey, a familiar scene. The scene depicted an artificially intelligent machine named HAL, whose â€Å"brain† was being torn apart. Then, describing his own experience in becoming less focused while reading or otherwise concentrating, Carr compared himself to HAL, tying the obviously emotional scene to his thesis. Moreover, Carr’s use of Friedrich Nietzsche’s story practically drowns the audience in goopyRead MoreIliad - Self image1193 Words   |  5 PagesProvide textual evidence, specific lines and incidents from The Iliad that proves your thesis. You may also draw from The Odyssey. Use in text parenthetical documentation according to MLA standards. The style guide that many colleges use is DianaHacker.com. We will use this style guide for both MLA format and grammar and mechanics. If you have any questions about MLA format, refer to DianaHacker.com. 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In Ancient Greece, women were banned from entering the battlefield because warfare was seen more suitable for men, it is where they would show their strengths, physical courage and power. Women had no power or say as far as giving orders, their role was to stand behindRead MoreHuman Primates And Human Primate1661 Words   |  7 PagesFor my final paper for this class I will be going over and portraying the behavior of non-human primate and human primate in the literature and movies we went over, compared to the evolutionary understandings of primate behavior. Throughout this class we studied and compared the different primates, including human and non-humans. According to the Wikipedia, â€Å"The primate lineage is thought to go back at least 65 million years ago.† with that one could say that research on non-human and human primateRead MoreThe Importance Of Research Program1471 Words   |  6 Pagesstudy among an intimate community of peers engaging in political study marks a noted difference between comparative programs. On the other hand, there is a research design or research paper requirement for graduation paired with a senior seminar and thesis course much like the capstone project at USC and the honors thesis at WUSTL (â€Å"Politics Major†). In regards to extracurriculars, Scripps is home to the European Union Center in California and sponsors student experiences in study abroad and internshipsRead More Essay on Race in Invisible Man and Black Boy1153 Words   |  5 PagesEllison, one of the most footnoted writers in American literary history (Norton, 700). In this paper I want to compare Wrights autobiography Black Boy with Ellisons novel Invisible Man and, in doing so, assess the effectiveness of their conclusions.    Both books have many striking parallels. Each tells the story of a young and intelligent picaresque character who goes through a painful odyssey of racism and prejudice during which he intellectually matures. Disappointed by institutionsRead MoreThe Caribbean History1095 Words   |  4 Pagesidentities in an environment that is constantly causing the natives to reinvent themselves to suit the colonizers and tourists. Walcott uses Ma Kilman as the mother healer who heals the â€Å"wounds† of the characters—both colonized and the colonizers. The paper will describe the maternal attribute that Walcott endows on Ma Kilman. Walcott places importance on her cafà ©, â€Å"No Pain Cafà ©,† and how it is a symbol for her maternal concern for her people. She uses her intuitive connection to the African spirituality

Strategic Management Public Service Performance

Question: Discuss about the Strategic Management forPublic Service Performance. Answer: Personal Development Plan Introduction My name is __________. Currently, I am working as a sales manager in an oil and gas company in Dubai. The name of my present organization is Sankalp Engineering Services Private Limited. My primary aim is to become the General Manager of my present organization i.e. Sankalp Engineering Services Private Limited in future. Moreover, I want to explore my 10 years experience in Oil and Gas industry in Middle East. The primary goal assigned for me is to handle job work responsibilities, to understand company vision, mission and culture and accordingly to plan the sales of the firm. My other objectives include increasing the sales revenue of the firm, to increase the customer base of the firm, to understand the need and demands of the customers and to implement various marketing strategies within the firm in order to earn new customers and also to retain the existing customers. Finally, all these objectives help me to increase the profit percentage of the firm. I have developed communicat ion skills while working at the organization Sankalp Engineering Services Private Limited. I am responsible for motivating and training the sales people of the organization and also to implement various strategies within the organization to increase the sales and profit amount of the firm. I have used self-assessment tool on daily basis for identifying personal strengths, weakness as well as opportunities and threats. I personally segregate goal objective by suing SMART objectives for bringing opinion together. I have made action plan for my self-improvement in key identified areas so that I can become the real asset to the organization. My learning from the organization Sankalp Engineering Services Private Limited is immense. I have gained valuable knowledge from the organization Sankalp Engineering Services Private Limited and also from the Senior Executive and coworkers for sustaining in the workplace. How do you Fit the Design I would like to design Personal Development Portfolio for designing control in given ways for developing self-assessment. We need to grow and stay engage at work for keeping changed needs of employees working in an organization. I have set personal development goals for progressing on individual basis. I have analyzed that time management is perennial thorn from manager point of view. I have learned how to manage work and personal life in desired way during working at the organization Sankalp Engineering Services Private Limited. Senior Managers and Executives were open for transparent communication and lead to effective decision-making process at the same time (Andrews et al. 2012). I have developed necessary cultural skills like collaborating with sales employees at work and adopting unique work culture. I have developed emotional intelligence and believe in relationship at work for becoming an effective sales manager who can handle and motivate the sales staffs in desired way. As I was responsible for managing learning skills, techniques and development area of the sales staffs, effective communication plays an important role that needs urgent attention as far as possible. According to me, self-assessment helps in measuring the weakness and strengths like organization and organization for gaining higher marks in receiving 12 political frames for scarce resources in achieving goals. Managers requires in emphasizing upon building agreement in diverse group. Managers way of thinking mainly reflects on understanding the needs for organization in sharing information as well as ensuring collaborative strategies in working together. Other self-assessment pointed out by me is the Marketing Strategy, Organization Design and effectiveness for scoring from 3 to 5. It means self-improvement process in formulation as well as implementation for bringing out the thought process of managers in strategic forms. Final assessment ensures holding importance of conduction of sel f-assessment plan like Fundamentals of Organization Structure in scoring high like 1 to 7 (Cattani 2011). It will be highlighted as I am working better alone in comparison with other team members. I try hard in developing teamwork skills and analyze weakness areas for achieving development of morale of organization in the most appropriate way. Topic of Interest I would like to stress upon the topic of interest in detailed form for understanding direct influence over: First topic of interest is to align organization structure as well as design as per strategy for future analysis purpose. I have found that the strategy development provides positive response in relation with external environment as well as internal corporate landscape at the same time. I would like to point out that management of the organization Sankalp Engineering Services Private Limited should execute as well as implement various marketing strategies for smooth functioning of business operations in desired way. This will also help the firm Sankalp Engineering Services Private Limited to earn more and this will make the firm to run profitably. Better performance of the firm will also help me to fulfill my aim in future i.e. it will assist me to become the General Manager of the organization. The reason behind this is that the better financial condition of an organization also implies the fact that the employees welfare concern is appropriately looked into. It requires successful execution of strategy in turning the strategic vision into reality in change management initiatives (Colovic 2012). In addition to these, the alignment of the organizational structure and the design as per the strategy for future analysis also helps to increase the level of progress as well as achievement towards the attainment of future goals and objectives in a certain way. My next topic of interest is to measure success in organizational restructuring in the near future. It is one of the key features in changed landscape in need for restructuring of an organization (David 2011). Designing structure of an organization involves the restructuring of the operations and regulations of the particular firm. This also includes the change in job role, job description and job responsibility. All these changes are generally brought into an organization in order to fulfill the new goals and objectives of the firm. Therefore, as per my view point, if the organization Sankalp Engineering Services Private Limited implements restructuring successfully, hierarchical changes in the organizational structure will occur. This will provide a scope to get higher designation as with the increase in the total numbers of departments, the numbers of team leaders and mangers will also increase. In addition to this, a few more new designations will also get added to the present or ganizational structure and thus the probability of being the General Manager will also increase. It is important to organizational redesigning provides compromising between strategic intent as well as line management in alignment with preferences in complex terms. Therefore, internal political intriguing unavoidable circumstances in starting clear design in matching strategy in the most appropriate way (Frynas and Mellahi 2011). It conducts training needs analysis for engaging relevant stakeholders in case of business department. It indicates training in providing alternative strategies in case of solutions or recommendations in business process change in the most appropriate way. My next topic of interest is to analyze in creating as well as in structuring and leading teams in and within organization. It is important to analyze leading as well as supervising team in setting related objectives and target of team members at the same time (Garci a-Merino and Santos-A larez 2011). This helps the managers particularly the sales mangers to meet the sales target within a specified time period. The analysis regarding the supervising and leading the team members is very important for every organization as this helps to identify both the positives and negativities of the operation of the firm. The style of the leader and the learning and listening capacity of the sales staffs can also be better understood from a proper analysis. Finally, on the basis of this analysis, proper training for development can be provided. This process will help the sales people to meet their targets and thus it will also help the organization to fulfill its objectives. It mainly conduc ts performance appraisals in alignment with corporate PM review for future analysis purpose. I feel that managing performance level should be fair and balanced way. It is essential for updating training managers in alignment with team achievement in developmental areas. Quality reviews ensures training delivery in carrying out effective ideas for assigning trainers as well as feedback along with planning development areas in reflection of individual portfolio (Henry 2011). I had maintained continued professionalism at time of working under the firm Sankalp Engineering Services Private Limited. Continuous updating information requires judgment in specific areas as per expertise in and across sales as well as training industry as a whole. Jobholders requires in dissemination of knowledge in highlighting latest information as well as methods and best practices in expertise in according with training colleagues and trainees in an overall manner. I have coordinated special projects in as signing objectives for coordination as well as updating dissemination information on training plans as well as other related plans. It helps in the reduction of gap between the success in process, procedures as well as workflows and information knowledge in alignment of objective for future analysis purpose (Hill and Jones 2012). I had actively participated in project execution process by activities like course development, maintaining training schedule as well as time management and quality control design in an effective way. Therefore, this will help to enrich my job responsibilities and thus the probability of becoming the General Manager of the organization Sankalp Engineering Services Private Limited in future will also increase. Critical Reflection I would like to discuss on some of the topic like designing as well as developing learning programs for the sales staffs. I will discuss on quality review in understanding the effectiveness of training. Team leadership as well as development and professional development help in team building and effective decision-making process at the same time. Purpose of learning program includes developing vocational competency as well as skills for future analysis purpose (Hunger and Wheelen 2011). It requires development of generic skills for selling products and services as well as general education in case of supporting organizational skill development. It meets new legislation as well as licensing and registration in the funding body requirements. Regulatory authorities help in paying attention in maintaining training effectiveness. It cites effectiveness for training expert in case of frequency of an organization in demonstration of retention as far as possible (Lynch 2012). Audit findings involve determination of human error. It helps in involving change programs for adjusting business activities for opening plans in stakeholder consultation group. After working at the organization Sankalp Engineering Services Private Limited in sales department as well as in learning and development, I had noticed gap between learning as well as development department in other stakeholders. Sales Staffs working in the organization Sankalp Engineering Services Private Limited work for particular products as well as encounter customers in alignment with goals and objectives at the same time. These people have direct experience as well as rendering valuable information and suggestions in selling products and services as well as in offering learning and development requirement in an effective way. These departments of the organization Sankalp Engineering Services Private Limited relate with mergers as well as acquisitions that ensures staffs and stakeholders in learning and development of goals in the most appropriate way. I believe in conducting effective learning system in employee demonstration in desired behavior change for improved new skills as well as new knowledge regarding selling products and services. It is important to understand the fact that team effectiveness measures examination degree in improving employee knowledge, skills as well as behavioral pattern in resulted training (Moutinho 2011). Some of the current strategies symbolizes gap between learning as well as development of trainees in bridging gap for employee working in an organization. It is important to monitor all the activities on the basis of the training as this helps to enrich the skills and knowledge of the sales people, which also helps to fulfill the organizational objectives. Professional development plan develops ways for training officer in case of viewing at the goals as well as required skills and level of competency as far as possible (Murphy and Murphy 2012). The main objective of the sales staff member is to accomplish ways for support attributes like continuous improvement as well as career development at the same time. As far as professional development plan is concerned, it deals with necessary skills as well as resources in supporting activities in case of attaining staff member goals and objectives in an overall manner. Staff members should aim at living in accordance with professional development plan as far as possible. Planning requires in taking staff members in identification of need improvement in the near future (Pitt and Koufopoulos 2012). Professional development plans requires in reviewing activities based upon ongoing process in and throughout year. It requires interim review discussion in and between staff members as well as superv isors as per current strategy in teamwork and team project. I have identified other critical reflection areas in case of improving current strategy plan for separation of usual developmental activities for focusing on specified project objectives in the most appropriate way. In case of sales department, an effective teamwork is very important for attainment of future goals and objectives of both the department and the firm in a desired way (Raimbault and Barr 2012). Personal Action Plan I have developed Personal Action Plan that will give an edge over other staff members working in the particular business organization Sankalp Engineering Services Private Limited. Long-term goal helps in developing political frames in viewing at organization plans in completion and managing scarce resources on timely manner. It should require effective ways and techniques for achieving goals of the firm Sankalp Engineering Services Private Limited as well as developing the sales team and working skill of the employees as far as possible (Shimizu 2012). Activity and Action Personal Performance Indicator Specified Challenges Approaches for overcoming challenges Initial date Completion date Consideration of practical and ethical values for personal development plan that influences as well as has greater political involvement at the same time 14 out of 20 Work principles, ability to sale products and services by convincing the customers, to retain the existing customers, to earn new customers as well as culture difference gap Gathered facts from scholarly articles as well as through personal social activity 12th May 2016 12th August 2016 It helps in formulation as well as implementation process for future analysis purpose 5 to 10 It requires high level of on-time performance for the sales staffs It helps in developing time management among the sales team 14th May 2016 13th August 2016 Effective Team Management 9 teamwork It requires preferring working alone Retention of existing efficient team members of the sales department 12th May 2016 12th August 2016 I have mentioned and prepared the above personal action plan for reflecting objectives in accomplishment of vision as well as mission statement in the near future. Development requires in viewing at social activities as well as effective time management for smooth functioning of business activities in desired way. Conclusion From the above analysis, I have noticed that Personal Development Planning Process for enabling in own personal as well as academic and career developmental plan as far as possible. I have gained knowledge while working in the organization Sankalp Engineering Services Private Limited as well as encouraging reflection on social progress and achievements. I have identified key weakness and strength from this study in identified areas as well as development plan at the same time. I had engaged in Personal Development Plan that helps me personally in recognizing skills as well as ability for development during study. I have recognized skills as well as abilities in transferring in other related contexts in an overall manner. I have identified areas that need improvement as well as development for attainment of the future goals as well as objectives. I have made plans for employability as well as planning for future career in the most appropriate way. Introduction Company Background and Overview Sankalp Engineering Services Private Limited was established in the year 1996 (Sankalpenggservices.com 2016). The particular company mainly focuses on the production of the Oil Field Components, especially in the production of OCTG, drilling, Well Heads and down hole products. The particular facility that the organization Sankalp Engineering Services Private Limited provides is the Integrated Forge shop, Heat Treatment, In House Testing Facility, Machine shop with various advanced machines and the One Stop Solution for Oil field Components. It has been found that all the products of the firm Sankalp Engineering Services Private Limited are well established across the world. The particular company has various global certificates, like ISO 9001:2008, BS OHSAS 18001:2007, ISO 14004:2004, DNV, IBR API 5CT, 6A, 5DP, 7-1, 20C, 20B (Sankalpenggservices.com 2016). Sankalp Engineering Services Private Limited is considered as the fast growing and young organization that has an experience of 18 years (Sankalpenggservices.com 2016). The entire facility of the firm is constructed and is maintained as per the highest international standards. The particular firm is counted as one of the best manufacturing companies in manufacturing and developing of Machined and Forged Components with various testing facilities and highest quality of cost effectiveness and functionality. Sankalp Engineering Services Private Limited is the leading supplier of machined and forged components for Drilling industry and Oil and Gas component buyers (Sankalpenggservices.com 2016). The specified organization has been investing in the creation of State-of-the-art facilities, capabilities and world-class capacities. The development and production of components are supported by a team who has relevant field experienced Directors in order to cover manufacturing and design of complex products, selection of proper raw materials, tools, quality control testing and process controls. The company has adopted the latest cutting-edge technologies in order to enhance or increase the productivity. The overview of the company is that the firm strives for complete customer satisfaction and thus the form continuously tries to improve its quality, speed of all the business activities and efficiency. The overview of Sankalp Engineering Services Private Limited implies that the firm has ambitious plan for expanding its business further and to remain as a prominent global player in the oil and gas industry. The specified organization commits that they will provide total customer satisfaction by providing world-class services and products. Business Case for Restructuring: There is a requirement of restructuring as this will help on defining the learning program of sales people, which would be able to solve the purpose. The stakeholders will be able to keep them self updated through professional development through the gaining of expertise in the definite area of the expertise and gaining of the quality training. For the delivery of the training the trainers have been designated and the provision of the feed backs will help in reflecting the development of the individual portfolio so that there is future development (Foss and Knudsen 2013). The new structure would help in the free flow of information exchange between the stakeholder and the trainer (Simon, Fischbach and Schoder 2014). The design and the structure of the organization should be aligning with that of the market strategy, measurement of the success in organizational restructuring and developing leading sales teams in the structured organization for increasing the profitability ratio of the specified firm (David and David 2016). Structural Dimension of Daft: The structural dimension of Daft is based on the four types of components i.e. hierarchy of authorities, centralized system, formalization and specialization. This dimension will be applied to the development of the efficient sales team and the learning development of the organization Sankalp Engineering Services Private Limited. Hierarchical Form of Structure: There are some specialized course training provided to the sales staffs in the area of the Integrated Forge shop, Heat Treatment, In House Testing Facility, Machine shop with various advanced machines and the One Stop Solution for Oil field Components. The division of learning and development of Sankalp Engineering Services Private Limited have designed the courses for the sales staffs. There is a horizontal form of hierarchy in the system for which the staffs have lesser responsibilities and more departmentalization (Hill, Jones and Schilling 2014). Centralized System: There is a decentralized system of the flow of information. The employees provide the report to their supervisors and the experienced managers they are working on the technical fields. The centralized form of admin will help in the point of contact with all the stakeholders like the DA, Recruitment, IT, training, and implementation of the policy, development and enhancement and employees safety and welfare of the staffs (Stead and Stead 2016). Formalization: There is no formalized system in the company Sankalp Engineering Services Private Limited. There is a close integration of the processes, place, people and technology. There is proper administration of the safety and the security practices and maintenance of the assets in the cheapest way (Ward and Peppard 2016). The main aim of the company Sankalp Engineering Services Private Limited is to maintain the asset value of the company. Specialization: Training and development is provided to the sales staffs of the organization in order to serve the best service to its customers. (Cummings and Worley 2014). In addition to this, the training is also provided to the employees of the organization Sankalp Engineering Services Private Limited on the basis of different facilities and the various types of products provided by the firm. The particular firm mainly put focus on the delivery of the products and services to its customers and also aims to satisfy its customers. Therefore, training and development of the sales employees is a vital factor for this organization. The specialized course will be covering the area of basic training, Integrated Forge shop, Heat Treatment, In House Testing Facility, Machine shop with various advanced machines and the One Stop Solution for Oil field Components (Hubbard, Rice and Galvin 2014). Porters Five Forces: The use of the Porters five forces is mainly to see that competition in the industry and development of the strategy of business for the functioning of the company (Burke and Noumair 2015). This helps in showing the use of the five forces in affecting the business operation of the company. This will help in the development of the attractiveness and intensity of the competition in the industry. This force will be affecting the professional development and keeping the company updated in the area of quality and expertise. The five forces of Porters will be analyzed in detail with respect to Company Sankalp Engineering Services Private Limited: Supplier Power: The learning and the development of Sankalp Engineering Services Private Limited has suppliers of on the job trainer who would be providing on the job training to the different departments especially the sales people of the sales department. Buyers Power: There is more sessions of training with reduced number of days and cost of training demanded by the stakeholders of Sankalp Engineering Services Private Limited training. The development of the quality training depends on the days of training and cost (Hitt, Ireland and Hoskisson 2012). Competitive Rivalry: There is no competition present in Sankalp Engineering Services Private Limited regarding the learning and development session of the sales staffs of the firm. The organization Sankalp Engineering Services Private Limited is considered as the leading company in this particular sector across the world (Fisher III and Oberholzer-Gee 2013). Therefore, the firm does not have any such competitor in the present market. Threat of Substitution: The Sankalp Engineering Services Private Limited training and development might face threat from the locale companies that might come up with the centers of training with the same facility which will help in opening the choice of the particular industry. Threat of new entry: There is a possibility for the entry of a new firm in the particular oil and gas sector. However, this threat of new entry will affect the value of the particular firm Sankalp Engineering Services Private Limited adversely. Literature Review The strategic form of the organization needs to be designed and implemented by the management as this will help in suiting the demand created by the customers , marketplace and business model. The use of the proper organizational design will be a powerful tool, which will be helpful in competing with the competitors who are designing strategies similar (Keupp, Palmi and Gassmann 2012). There are many queries regarding the choice of strategy to be designed and execution of the business strategy. It has been seen that the organizations they try to implement those strategy that has been deemed fit by the management (Hill and Jones 2013). The designing of the capabilities in the informed and the rational way would mean following the strategy structure alignment. When the management follows, the strategy structure alignment then there are a number of problems that are resolved. The strategy with poor alignment is changed with original organization design. The increasing competition is a great problem and this would needed mean to restructure the organization parts. The growth of the organization depends on the changes made in the organization design Poor execution of the strategy Approach and Framework: The concept of strategy and organization alignment is a strategy that is performance driven and oriented with strategy. This concept will take into consideration of reaffirmation of the strategy of business, implication of the strategy in the organization, changing environmental condition and after the diagnosis help in the identification of the gaps and the fallacy in the strategy (Goetsch and Davis 2014). The alternative to the organizational design is the sequential design. The transition plan of the preferred alternative follows. (Source: Eden and Ackermann2013) Methodology: There are four phases of the strategy structure alignment and they are as follows: Assessment: The data is gathered on the organization, strategy and the business environment through the interviews, research based on the performance studies and observation. The organization of the data is based on the issues categories and this is fed in the management, which help in supporting validation and learning (Slack2015). The management they agree upon the casual factors, problems and the issues related to the requirement of the organization (Bergh et al. 2014). Design: The process of design involves different steps of design, which includes the leverage and scale assessment, impact analysis, design of the alternative of the vertical alternative and the lateral processes (Rothaermel 2015). Alternatives: The changes in the organization have been considered that is based on the different alternatives (Burke 2013). When there is a trade off made by the organization, the alternatives are worked upon that would take into consideration the advantages and the disadvantages and fit as per the requirements (Chen, Delmas and Lieberman 2015). The change that is accepted is literally the synthesis of two or more alternatives. Architecture Design and its Implementation: There is change in the architecture design in the new organization. The fast decision-making is possible through the clear responses and role. The execution of the strategy will be based on the design of the metrics and rewards, alignment of culture with strategy (Mellahi and Frynas 2015). In order to develop design step there is preliminary transition plan within the change management agenda. Expected outcomes and the Results: The structure of the organization depends on the strategy structure alignment that helps in aligning the best strategy and helps in the design of the plan in the next step. The Steps that is Needed to be Considered: There is a need for the designing of the experience, which helps in creating a strategy structure which might be an issue to address. There is a need for the formal overview of the strategy structure for the benefits and the process. A proper diagnosis is done on the identification of the problem and the cause of the problem (Morschett, Schramm-Klein and Zentes 2015). Restructuring of the organization is considered as the catalyst. Here, the changes help in creating opportunities for creating efficiency within the firm. The reason behind this is that as the place of work and creating career prospects for the employees and management of the restructure effectively (Ward 2012). The changes in the organization are not widely accepted by the employees at the very first instance there is some form of resentment, as they perceive it as a sort of threat. The organization has failed to achieve the KPIs that are set for the structure due to the failure to manage the impact of human changes. Adequate Restructuring through Planning: The restructuring is important for there is a new type of organizational model and the stakeholders will be affected by the changes in shaping the structure of the organization. This will also help to improve the training and development program of the sales staffs. There is a need for the measurement of the success that is important for the organization. This helps in the driving a successful restructuring (Bettis et al. 2015). Sales Manager should be Equipped to Implement Change: The restructuring is important and for this the HR plays a very significant role. HR will let them know the role in playing an understanding role, which would help in supporting and leading the impact on the changes (Barney and Hesterly 2015). There is a need for the HR team to acquire the communication, leadership and planning of the skills. However, for the improvement of the sales people, along with the HR, the presence of the sales manager is also very important. The reason behind this is that the experienced sales manager can only guide the new sales staffs regarding selling of the products and services to the customers. The convincing power is considered as an art that can only be trained properly by the sales manager. Issues People Face while Considering the Change: When the issues related to the change is a comprehensive view, which helps the HR team in grasping the change in the magnitude (Vogel and Gttel 2013). The gap existing in the change program and support of the services required. The support services would be including the coaching of the management, outplacement support for the employees who are leaving the company and managing the level of stress of the employees (Bettis et al. 2014). On the other hand, the stress of the sales staffs regarding selling the products and services to the customers is managed by the sales manager. Communicate the Process of Change: The HR team needs to see that there is a proper communication throughout the process of restructuring in the organization. The senior management must effectively communicate the fundamental to success of restructuring of the program. Figure: Steps of Stage- Gate Training Program Development Process (Source: Sakalova and Krcova 2016) The literature mainly focuses on the small working groups. The main aim is to decide on the variables that help in predicting the effectiveness of the team. The variables that have been focused into, like - size, motivation, leadership, cohesiveness and group goals (Morden 2016). The effectiveness in the organization should mapped which helps in the influencing the position of the individual in the team. There is a need for conceptual mapping done with some caution. Presenting the Restructured Organization The reason for the restructuring in the organization Sankalp Engineering Services Private Limited was mainly due to the presence of certain gaps within the firm. There is a gap in the learning and design learning programs, quality on the effective sales training and leadership and the professional management in the management. Mission Statement: The organization Sankalp Engineering Services Private Limited wants to become the leading firm in the oil and gas sector across the world. In addition to this, the firm wants to implement the latest cutting-edge technologies in order to enhance its productivity and also to satisfy its customers through proper delivery system. Vision Statement: The company Sankalp Engineering Services Private Limited will be delivering the promises made by the customers. The mission statement for Sankalp Engineering Services Private Limited is put into the practice, which help in the development of the ideas, which is based on the core values of the company. There is constant improvement made by the organization and there is a proper management to overcome the mistakes. Overview of the Restructuring: The company Sankalp Engineering Services Private Limited though is a leading supplier of forged and machined components for Drilling Industry and Oil Gas component buyers, currently the firms forged parts are supplied with precision machined and heat treated to Oil Gas and other industries across the world (Stead and Stead 2013). The training is done in sales department. The program of training includes the development of convincing power, skills and knowledge regarding selling products and services on the job training. Three important things are concentrated upon by Sankalp Engineering Services Private Limited in their training i.e. this will help in providing high quality training so that they are able to improve themselves and contribute success of the brand. Sankalp Engineering Services Private Limited implements innovative solutions in training to meet the expectation of the customers and finally there is a need for creating a safe and healthy working environment by providing the employees with the industry best practices (Goetsch and Davis 2014). Key Business Function: Training Delivery: Designing courses so that it helps in the delivery of training delivery On the Job Trainers, Coach L and development officers will help in completing the trainers qualification portfolio. Curriculum Design and Development: Development of the training and manuals as per the standards of the organization Sankalp Engineering Services Private Limited training curriculum Conduct audits of the curriculum for the training and the assessment manuals to comply with the training policy of Sankalp Engineering Services Private Limited Training Evaluation and KPIs: There is a need for the evaluation at the four levels i.e. noting down of the reaction of the customer. Second is the measurement of the learning by the trainee. The transfer of learning in the workplace would involve the behavior partners of the trainees (Phillips and Phillips 2016).There is a need for the measuring the improvement because of the training. There is a need for noting the feedback of the customers and helps in line check at the workplace for the measurement of the behavior. The KPIs of the independent department needs to be identified which would be including the pass rate of trainees, seat schedule and utilization, trainer day and Adhoc training Interdiction HR system and Role of Sales Manager and Process: The training staffs of Sankalp Engineering Services Private Limited are likely to maintain a high standard with the guidance of PP manual and with the ERM regulations. The Company Sankalp Engineering Services Private Limited adheres to the regulations and the standards of the manual of Employee regulation. The sales manager also follows the same regulations during providing training to the sales staffs. The leaves are made as per the first come and the first serve basis but there is no guarantee that the request will be guaranteed (Harrison and John 2013). Interdiction Department System and Process: There will be a new name badge, which will take approximately 2 weeks. The Admin will be processing the renewal paperwork. The staff must ensure the documents are submitted with an e receipt on time (Lasserre 2012). When the staffs when they take more than a days leave there is a need for a certificate from the doctor The admin should be considering listing the contact numbers of the different departments. Code of Conduct: There is a higher standard of personal conduct performed. The policies are related to the Code of Conduct like Alcohol, and Drug Policy. Facility and Resources: There are 16 classrooms available. The sizes of each classroom tend to vary with size and are equipped projector, flip chart, trainer station and PC. The office of the trainer is located in the North GSEM building and Concourse B office which is equipped with PCs (Dobbin and Baum 2014). Conclusion The report tells use about the updates of the current positioning of the learning and the development that has with restructuring. There is a need for demonstrating the work skills by the training programmers who will help in creating a learning environment in the workplace. The effectiveness of the programs of training will be recognized through the evaluation of the model. There is a need for gathering the feedback of the trainers in the feedback forms. This feedbacks needs to be collated and then be recorded for the quality check. There is a need to check that the learners gain the knowledge and the skills through the summative, formative and practical assessment which will help the members to reach the target and increasing the performance appraisal through the PM review. The performance needs to be managed in a fair manner, such that the sales employees can learn and gain knowledge regarding the process of selling and can also achieve the convincing power in order to increase th e sales of the firm. 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