“A Project Proposal on the Strategy for Recruitment of Patrolman for Appointment

into the PNP Service”

The PNP organization is continuously recruiting new Patrolman to augment its

depleted strength and adapting new policies and strategies to address the pressing
demands of additional man power to cope with the ideal police to population ratio.
With the current situations arising from the sudden increase of population, economic
progress and technological breakthroughs, maintenance of peace and order is its
paramount concern.

For CY 2019, Police Regional Office (PRO) 11 has an allocated quota of 500
out of the 10, 000 approved quota nationwide.

GOAL: The 100% fill- up of the allocated quota for Patrolman for
appointment into the PNP service.

PLANNING: It is a challenge for the Recruitment Section of PRO 11 on how

to adapt measures to fill-up the quota. Recruitment is a tedious
process starting from the publication of quota, online registration
of applicants, Records and Documents Check, Face to face
interview with the Recruitment Officer, BMI measurement,
Physical Agility Test (PAT), Psychological/Psychiatric
Examination (PPE), Physical, Medical and Dental Examination
(PMDE), Drug Test, Character Background Investigation (CBI),
Final Committee Deliberation and the Oath-taking of successful
applicants. Along the processing, significant number of the
original applicants fails which would result to a shortage of
applicants. The very objective of this proposal is to have a wider
pool of qualified and competent applicants to be subjected in the
various stages of the recruitment and selection process. A
number corresponding to 150% of the quota is feasible. Thus,
750 applicants, i.e. (150% of 500) is the target of this proposal.

To attain such objective the following interventions are to be

undertaken to attract more applicants:

i. Conduct intensive information drives regarding the

recruitment of Patrolman through the quad-media;
ii. Coordinate with the different universities/colleges within
the AOR and provide insights in the recruitment
processing;
 iii. Coordinate with PESO and join in the various job fairs
and;
iv. Direct the local police units to intensify recruitment
dissemination through distribution of leaflets, posting and
publication of the quota in any conspicuous places in their
AOR.

ORGANIZING: A Recruitment Section is usually manned by 3 to 4 personnel

headed by a Police Commissioned Officer with a rank of at least
Police Major, designated as the Recruitment Officer and 2 to 3
Police Non Commissioned Officers (PNCOs), as his/her
assistants.

In order to properly utilized the personnel and maximized their

capabilities, they have to perform multi-tasking:

Recruitment Officer – overall in-charge in the strict

implementation of Recruitment Guidelines and policies; oversee
the observance of the recruitment and selection process;
conduct face to face interview of the applicants and recommend
to the Regional Screening Committee qualified applicants.

Personnel 1 - the most ranking among the PNCOs, serves as

the Recruitment PNCO, ensure that the tasks assigned to each
personnel is performed, provides updates and feedback to the
Recruitment Officer relative to the progress in each stage of the
selection process and performs other tasks as required.

Personnel 2 - assigned as the encoder and maintenance of the

PNP Online Recruitment Application System (ORAS), a system
specifically designed to cater applicants and provide easy
access for application without having the need to personally
appear before the Recruitment Officer and submit his/her
application form; ensure that applicants are well informed of
their application and performs other task as directed.

Personnel 3 - responsible in the acceptance of folders, conduct

initial evaluation of the submitted documents; takes charge in
the preparation of communication letters, meetings of the
Screening Committee and coordination with various
stakeholders.
STAFFING: Though the Recruitment Section has dedicated personnel for
the job, the recurring problem of its depleted strength exists.
Aside from the above-cited interventions to be done during the
initial stage of the recruitment process. Imagine, 750 applicants
with 3 folders each to be submitted and has to be evaluated by
only 3 personnel. The propensity to juggle works just to meet
deadlines of reports and other compliances is inevitable. One
way to address these issues is through request for
augmentation of personnel from other support units. However,
the Recruitment section cannot expect that such request be
granted with utmost objectivity, worse is, if they requested for 6
personnel only half of the request is provided.

The following are outlined to ensure that the additional

personnel requested will largely contribute to the attainment of
the objectives that is making sure that right people are for the
right job:

Augment 1 – knowledgeable in the field of human resource. Has

effective communication skill to convince hesitant
prospects and convey the mission of the
recruitment. He/she will be utilized during school
visitations and conduct of info drives.

Augment 2 - effective and dependable in liaising works, knows

how to drive vehicles for fast delivery of
communication letters and other errands as
directed.

Augment 3 - keen observant, easily detects minute detail of

documents submitted, has background in records
checking and keeping, can significantly help in the
initial evaluation of folders submitted by the
applicants.

DIRECTING: Being the Recruitment Officer,