1. The Art of Complaining
How to File an Effective Complaint Against a Police Officer
(Created 10/3/08; last updated 10/5/08)
This page is dedicated to traffic enforcement officers, including, and especially, state troopers. Traffic
cops are sort of like Plasmodium protozoa; they're often blobby, definitely parasitic, and are strongly
associated with an epidemic of societal proportions.
Introduction
A lot of citizens struggle with writing an effective complaint about a police officer. Often, the writer lets
too much emotion enter into the complaint, and it then comes across as more driven by emotion than
fact, more unreasonable than objective, or just generally easier for the police agency to minimize or
ignore. (Indignation and outrage are good things to communicate, but name-calling should definitely be
avoided.) Another common mistake is to draft a statement of the events without making it clear what
the actual complaint is! In any case, I wanted to provide a few tips to maximize the impact of a
complaint on behalf of the aspiring complainer.
What Do I Mean By "Effective?"
Well, effectiveness is a loaded term, and depends somewhat on the intent of your complaint.
Fortunately, the same techniques apply whether your goal is merely to have a damning complaint sit
permanently in the officer's personnel file (and get noticed by the powers-that-be whenever the officer
is up for a promotion), or whether you are seeking more serious disciplinary action and/or termination
of the officer or deputy.
Definitions
A police complaint is formal allegation of misconduct. This should not be confused with a "service
complaint," which is a complaint about the service or policies of the agency, but not an allegation of
misconduct against a specific employee of that agency. For the purposes of this guide, the "subject
officer" is the officer you are complaining about. The "agency" is the police department, sheriff's office,
or other law enforcement agency with whom you are filing the complaint.

2. General guidelines: Effective Police Complaints...
Are written by you! Do not let another police officer write a complaint for you based on your verbal
testimony. You must control the specific content of the complaint, or you've probably already failed in
your efforts. If you're asked to give your complaint orally to the on-duty supervisor, insist instead on
sending a written complaint (certified, with return receipt requested) to Internal Affairs or other
disciplinary authority. Remember that a written submission is much harder for an agency to minimize or
bury!
Allege serious misconduct by the officer (see some of the possible applicable categories below; be
aggressive about asserting the seriousness of the officer's behavior in your complaint!), and contain an
explicit request for a formal investigation. Wrap up your complaint with a sentence like: "Officer X has
committed numerous, serious violations of departmental policy and the law, and for this reason, and for
the safety of the community at large, complainant requests a formal investigation be undertaken
immediately."
Are timely. Many jurisdictions require that you file your complaint within 60 days for allegations of
minor misconduct (e.g., officer was rude), or within 6 months for more serious allegations. If you can't
meet these deadlines, you should be able to show good cause as to why your complaint was late. (Note
that these deadlines are often waived for allegations of violation of the law.)
Clearly allege a pattern of misconduct, if such a pattern exists. This makes it less likely the alleged
misconduct will be dismissed as "minor."
Have corroborating witnesses whose reports do not conflict with yours! If witnesses exist, you should
ask each of them to write a separate account of the incident. It will also help if your witnesses are
willing to answer additional follow-up questions the police agency might have.
If your complaint cites evidence, the evidence should be produced when the police agency requests it
(but make sure you get a receipt!) Referring to evidence without ever turning it over makes a case look
weak, and is a red flag for the complaint to be disregarded.
Are carbon copied ("cc'd") to a state representative or other local politician. This really turns up the
heat and makes it harder for the law enforcement agency to bury the complaint without giving it due
consideration!

3. Getting Started
Your first goal is to actually get your hands on a police complaint form. In some jurisdictions, this can be
a challenge (see external link at the bottom of this page). Essentially, what you need to do is visit the
police station or agency where the officer works (although if it's a large organization, you might consider
visiting a different branch or office) to pick up a complaint form which you will fill out, and mail in. If
you expect a lack of professionalism or outright abuse on the part of the agency (or if you aren't sure
what to expect) then you should strongly consider bringing someone with you to the police station as a
witness. If you're really concerned, consider having that person keep a small tape recorder in their
possession. Having a witness with you makes it far less likely you will be harassed or arrested. Having
the tape recorder will help later if the officer at the front desk is abusive and/or refuses to give you a
complaint form. Be sure to grab some duplicate forms while you're at the police station, and stick them
in a file cabinet at home -- no sense having to come all the way back to the station and fight for another
form if you lose the first form, or if the behavior you're complaining about recurs!
The Basics: Categories of Police Misconduct
Minor misconduct: has minimal adverse impact on the operation or integrity of the agency. Not likely to
result in formal disciplinary action (e.g., a lack of courtesy; although rudeness complaints may have a
long-term effect on the officer, as described below, rudeness may also fall into the more serious
"unnecessary force" category, also described below).
General misconduct: violates a policy that requires a fixed penalty (e.g., failure to attend court, failure to
attend a scheduled training or qualification, etc.). Generally not relevant to citizen complaints.
Serious misconduct: violates policies, procedures, rules, or regulations that have an adverse impact on
the operation or integrity of the agency, and which can result in formal disciplinary action (this includes
violations of the law). Generally the kind of stuff that you want to allege, if at all possible.
Examples of serious misconduct include (names and definitions may vary a bit from jurisdiction to
jurisdiction; check your local police agency's Operations Manual (it should be made available to the
public online, or at the police agency office):
Aiding another (officer) to violate a rule
Altering information on official documents
Appropriating property
Careless driving resulting in injury or death (note also that many jurisdictions require automatic testing
of an officer for alcohol or drug influence after any car accident more severe than a fender bender that

4. may have been caused by that officer; this can be a good thing to request under an FOIA (Freedom of
Information Act) request - ***link coming soon!***)
Compromising a criminal case
Departing from the truth (a colorful euphemism for lying; good for alleging in the case of traffic tickets;
see also False report)
Destruction of reports or records
Discrimination (see also Racial or ethnic intimidation, below)
Drinking on duty
False arrest (not to be confused with the tort of the same name)
False report (see also Departing from the truth)
Harassment (see also Sexual Harassment)
Knowingly making a false report (good for alleging in the case of traffic tickets)
Law violation(s), or conspiracy to commit law violation(s) (a.k.a. lack of conformance with the law)
Malicious threats or assault
Narcotics
Overdriving (driving rapidly and/or aggressively) on the way to a minor call (very common in some
jurisdictions)
Racial or ethnic intimidation
Rough and careless handling of departmental equipment
Sexual harassment
Soliciting or accepting a bribe
Unnecessary force (a.k.a. excessive force; this category includes not only unnecessary force or violence
in making an arrest or in dealing with a prisoner, but also ridiculing, taunting, humiliating, or mentally
abusing you)
Filing the Complaint
As mentioned previously, make sure your complaint alleges at least one specific category of misconduct!
(See examples above.) This serves two purposes. First, this makes it irrefutably clear what misconduct
you are accusing the officer of, and thus helps to set the stage for your complaint to be appropriately
reviewed and investigated. Secondly, and even more importantly, a specific allegation makes it tougher

5. for the departmental employees handling the complaint to clear the officer without any substantial
refutation of your allegations, and thus tougher for them to sweep it under the rug. It's easier for an
agency to dismiss a raw statement of facts which contains some misconduct buried deep within, than to
dismiss a report which specifically names one or more official categories of misconduct. As such, try to
pick the best few applicable policy violations and list them in a boldface heading at the top of your
complaint. In addition to the serious offenses listed above, other categories of misconduct include:
Abuse of authority
Abuse of process
Conduct unbecoming a law enforcement officer
Lack of courtesy
Lack of professionalism
Neglect of duty
Retaliation (e.g., for a previous complaint you filed!)
There is clearly a lot of overlap between categories, so you should be able to cite plenty of types of
misconduct in your report. Don't limit yourself to the items listed here; check your local police
department operational manual or procedural handbook for additional categories!
Remember, if the incident about which you are complaining is part of a pattern of behavior by the
subject officer(s), be sure to note this in your complaint!
Finally, make sure that you mail the complaint report using Certified Mail, Return Receipt Requested.
That way, you'll end up with a postcard that says who at the department signed for your complaint, and
the department cannot later allege that they never received it.
Procedure
What happens after I file a complaint?
First, the intake stage. A sergeant (or higher ranking officer; this person will be known as the "intake
officer") will conduct a preliminary review the complaint and determine whether the allegations, if true,
would constitute non-minor misconduct. Next, there are several other grounds for dismissal of the
complaint besides the misconduct being categorized as minor. For example, a determination that your
allegations are intentionally and materially false will lead to your complaint being dismissed. Trivial or

6. frivolous complaints (i.e., those which allege minor technical violations of procedural rules which have
negligible adverse effects on the public or the agency's credibility, such as failure by the officer to wear
the uniform hat) are also dismissed during intake. Grossly illogical or improbable complaints (e.g., that
an officer took control of your mind and made you punch yourself in the face) are also dismissed at this
stage. Note that if you have a "history of unfounded complaints" with the agency, you may receive
"special handling." This does not mean they can automatically dismiss your complaint, but rather, that
they may require you to agree to an interview or other additional procedures.
If your allegations are perceived to be minor by the reviewing officer (or not part of a pattern), your
complaint dies before it is ever seriously considered -- this is why it's so important for you to clearly
allege and categorize serious misconduct by the officer!
Informal investigation
A categorization of minor misconduct by the intake officer will lead to an informal investigation; this is a
dead end as far as you are concerned! An informal investigation consists of nothing more than
debriefing the subject officer regarding your concerns about the officer.s actions or quality of service.
Most importantly, informal investigations do not trigger any formal finding or the imposition of
discipline. This is why it's so important to explicitly allege serious misconduct by the officer, and to
request a formal investigation in your complaint! If your complaint gets designated for informal
investigation, write the department a letter underscoring the severity of your allegations, and
demanding that a formal investigation be undertaken.
Formal Investigation
A formal investigation is generally performed by the subject officer's chain of command (his
supervisors), or by an Internal Affairs officer (or bureau of officers, in the case of larger, metropolitan
police agencies). Depending on your jurisdiction, Internal Affairs involvement may be reserved for
allegations of serious misconduct (and the officer's superior is generally required to notify Internal
Affairs of any such allegations). During a formal investigation, the subject officer and his or her
representatives are prohibited from contacting or interviewing any witnesses or conducting any type of
investigation into the allegations. As such, you should report any contact or attempts at contacting you
by officers who are not specifically authorized to conduct the investigation!
The subject officer is not entitled to any legal representation during the investigation process since it is
generally an internal matter and does not involve a court proceeding. During the investigation, officers

7. who are known to have knowledge (either direct or indirect) of the alleged misconduct will be required
by the agency to prepare and submit an individual report which is both complete and accurate.
Be forewarned that in a rural Sheriff's Office or other small police agency, "Internal Affairs" may consist
of a single officer who is closely acquainted with, or works closely with, the subject officer. This will
probably make it harder to get your complaint the attention it deserves, but the techniques in this guide
should help you overcome this disadvantage!
Criminal or civil suits against the officer
If criminal charges are expected against the officer, this may affect the scheduling and handling of the
investigation. This is because in a criminal case, the standard of proof is "beyond a reasonable doubt"
(that is, the jury must be roughly 90% certain that the crime occurred). In contrast, in most civil cases or
in the handling of police complaints, the standard of proof is a "preponderance of evidence" (that is,
roughly 51% certainty that the allegation is true, but this may not be true with some allegations such as
False Arrest, which only has to meet an even lower, "probable cause" standard). So, in the case of
criminal allegations, the investigating authorities will generally wait to handle complaints after the
conclusion of the criminal matter, since the evidence and results of the trial may be definitive and save
investigation time (unofficially, it also decreases the odds that the police agency sweeps something
under the rug that later becomes embarrassing headline news). Note that if the officer has been
charged with a felony by the District Attorney's office, the police agency will generally be forced to
indefinitely suspend him or her. The filing a civil suit against the agency may likewise change the
dynamic of the complaint procedure, but generally will not halt the agency's investigation.
In the case of very serious allegations (e.g., that the officer used force or deadly force), you should lobby
the District Attorney's office to initiate its own investigation. If an affirmative defense exists (e.g., the
officer was acting in self defense), or if there is insufficient evidence to convict, the District Attorney will
not prosecute the officer.
If the officer is found guilty of criminal charges, there may not be any administrative penalty, since the
criminal penalty is believed to be more severe. If the officer is found not guilty in the criminal trial
(remember, criminal cases use the "beyond a reasonable doubt" (90%+ certain) standard of proof), he or
she could still be found guilty using the "preponderance of evidence" (51%+ certain) standard of proof,
and so the investigation of the officer will resume in this case.

8. In some jurisdictions, an independent monitor from outside the police agency will be appointed
whenever criminal charges have been filed against an officer. This independent monitor will often have
the discretion to continue the investigation even if the criminal charges are dismissed, and can also
recommend that the Internal Affairs department conduct additional investigation into a matter.
Therefore, it is definitely worth your while to work with the independent monitor to make sure all
relevant evidence is considered.
Mediation
Mediation is a voluntary process for resolving complaints, and it may involve you meeting with other
community members, police officers, police administrators, and/or an independent monitor. You have
the right to refuse mediation if it is offered. Also, you do not have the right to demand mediation.
Whether or not mediation will help achieve your goals definitely depends on the facts of your case, and
the professionalism of the agency with which you are dealing. If mediation is offered to you, it is worth
tracking down a lawyer or other local insider with knowledge of the mediation process and its likely
effect on the results of your complaint.
The outcome
Once a formal investigation is complete, the department is required to reach an official disposition as to
your complaint. Findings in formal investigations use different terminology than criminal cases. Instead
of "Guilty" or "Not Guilty," police complaint investigations can result in a variety of outcomes. An
"Unfounded" finding is one where the allegation was not found to be based on facts as shown by the
investigation; that is, the alleged misconduct is believed not to have occurred by the police agency. An
"Exonerated" finding means that the alleged action was found to have occurred, but the investigation
revealed that the action was reasonable, lawful, and proper. A "Not Sustained" finding means that
insufficient evidence was available to either prove or disprove the allegation (that is, 50% or less of the
evidence suggested that the allegation was true). Finally, a "Sustained" finding means that the
investigation disclosed sufficient evidence to determine that the allegation was accurate. You may have
noticed that we've got three varieties of "Not Guilty" verdicts here, and only one "Guilty" ; this provides
some indication of how much the deck is stacked against the citizen making the complaint, especially
when you supposedly only need 51% of the evidence to support your allegation to result in a
"Sustained" outcome!
If the subject officer is cleared of wrongdoing, some departments will allow you to appeal the decision
within the department. If this option does not exist, or is unsuccessful, you've got several options. The
lowest cost course of action would be to complain to your state representative and/or the town or city

9. governing body. Beyond this, your only real recourse for escalating the issue is a civil lawsuit, or
pursuing criminal charges against the officer, both of which are beyond the scope of this article.
Short-term implications for the subject officer
Ideally, a disciplinary outcome will result from your complaint. In order of increasing severity, this could
take the form of an oral reprimand (note that despite its verbal nature, this action will still be
documented in writing), a written reprimand, fine, suspension, demotion, or dismissal. Also, depending
on the outcome of the investigation, the subject officer may be allowed to remain in his or her usual
assignment, allowed to remain on duty but reassigned, or relieved of duty.
In some jurisdictions, "Sustained" complaints with a sufficiently severe penalty are subject to review by
a Disciplinary Review Board which includes citizens, and officers who are not directly involved in the
case and not in the chain of command directly above the subject officer. In some jurisdictions, officers
also have the option to appeal a "Sustained" complaint to a Civil Service Commission or similar
municipal authority.
Longer-term implications for the subject officer
In addition to the short term consequences of your complaint (that is, the investigation and resolution
described above), your complaint also has a more indirect and longer-term consequence for the subject
officer. First of all, even "Not Sustained" complaints stay in the personnel file of the subject officer, and
will be reviewed during the officer's annual performance evaluation (all officers up to, and including, the
rank of captain must typically undergo this type of yearly review). Past complaints will likewise come up
whenever an officer is up for promotion or transfer. If the officer is on probationary status because they
are a fairly recent hire, or because of a past disciplinary problem, such complaints will probably be
weighed more heavily against the officer.
Secondly, a great many police agencies now use a "declining complaint system" to identify patterns of
misconduct, and to weed out retaliatory complaints (that is, complaints which are believed to be filed
simply to wreak vengeance on the officer by the citizen). Under the declining complaint system, the
agency will not only look at the facts surrounding your complaint, but will use the number of complaints
the officer has received in the past quarter year (or longer) to decide whether the officer is receiving an
abnormally high number of complaints. If so, the agency is more likely to investigate further instead of
ignoring the complaints. Many police agencies also use an "early warning" or "early intervention"
system which endeavors to detect early warning signs that indicate incipient patterns of future
misconduct.

10. Both systems review the officer on a quarterly basis to determine whether the officer's statistics are out
of line when compared with "similarly situated" officers. Ideally, this means that only officers with the
same tenure, shift, and neighborhood are compared, but in the real world such "similarly situated"
officers may be unavailable for comparison. An officer's statistics are also normalized to adjust for the
number of complaints versus the number of contacts or arrests during the period in question, the
number of uses of force versus the number of contacts or arrests, the number of crashed cars, number
of rudeness complaints, etc. Small or rural police departments may employ additional statistics due to
the decreased number of contacts (e.g., number of sick days taken). If any of these metrics hits a certain
threshold, counseling and mentoring are ordered for the officer (or in more serious cases, disciplinary
proceedings).
How many complaints does it take to raise a red flag? For a variety of likely reasons, urban police
officers typically receive more complaints than their rural counterparts. The "similarly situated"
statistics notwithstanding, even five complaints in a quarter would be a very high number, even for an
officer who makes a lot of arrests in an urban area. Obviously, a smaller number of complaints would
likely raise a red flag in a suburban or rural police department.
What if I verbally antagonized the officer before he broke out the Taser?
Officially, the fact that you called the cop a "parasitic ass-clown" as he handed you the speeding ticket
(a.k.a. "contempt for the officer"; note that this, and the oft-heard "disrespecting an officer" are not
actually illegal) may be "taken into consideration" during the investigation, but is not supposed to
actually be a mitigating circumstance for the officer. This is quite a nuanced guideline, but you can
certainly use that to your advantage by owning up to your outburst in your complaint, and making it
clear that this was still no excuse for the officer's subsequent behavior. Likewise, if you begged, "Don't
taze me, bro!" beforehand, make that clear in your complaint as well.
What about off-duty officers?
You should be aware that off-duty officers in any jurisdiction who are charged with misdemeanors,
felonies, or local law violations involving use of force (e.g., assault) or threatened use of force are
generally placed under formal investigation if their department is made aware of the violation. If you
are involved in an incident with an off-duty officer, never assume that the officer's agency will find out .
the only way to be sure is to file a complaint which fully documents the incident. Note also that many
departments require off-duty officers, while in uniform, to adhere to the same standards of conduct as if
they were on duty!

11. What if I can't identify the officer?
Police agencies must make a good faith effort to identify the officer on your behalf. Unless you're going
to sue the agency (and thus will have discovery or subpoena power), you won't have much chance to
identify the officer yourself. So, if the agency cannot or will not identify the officer, your best chance is
to challenge whether the agency really lived up to its obligations and made a good faith effort; ask them
to document what steps they took to identify the officer(s) in question!
What about third party complaints?
Third parties can make complaints. However, they must have a "reasonably direct relationship" to the
incident if filing a minor complaint. A "reasonably direct relationship" generally means the third party
was directly affected by the alleged misconduct (a first-hand source), witnessed the alleged misconduct
(a second-hand source), or has special, professional, or organizational knowledge about the alleged
misconduct (e.g., based on the party's capacity as a lawyer, judge, etc.) The agency isn't allowed to
dismiss less serious third party complaints if there is a reasonable explanation why the "person with
standing" (the victim) did not file the complaint (e.g., the victim was a minor, elderly, disabled,
deceased, doesn't speak English well, is not a citizen, is wanted on criminal charges, has been
threatened, etc.)
Can I complain anonymously?
Anonymous complaints are usually dismissed unless they allege corruption or other very serious police
misconduct.
Retaliation
If the subject officer or his cronies start giving you a hard time after you file the complaint, file an
additional retaliation complaint after each occurrence! That way, each complaint makes the pattern of
harassment more obvious, harder to deny, and increases the chances this behavior will stop.
What if I want to commend an officer for doing something good?
While "courtesy patrol" services such as helping a stranded motorist change a flat tire seem to be in
steady decline (police agencies cite budgetary restrictions demanding retasking of officers; critics cite
departmental greed causing deprioritization of such services in favor of revenue-generating activity like
traffic enforcement), it is conceivable that you will have reason to thank an officer acting in this capacity.

12. And indeed, you should . the increasing rarity of such occurrences makes it all the more important to
reward officers for actually protecting and/or serving the community. You can submit a narrative the
same way you would in the case of a complaint. The officer will likely receive a complimentary note
from the Chief or other superior officer, and perhaps a mention in the agency's newsletter. More
significant positive deeds can result in a service award or citation, Officer of the Year award, or even a
medal.
External links
To get an idea of how much professionalism you will be met with when making your complaint, see how
your local police department rates on this police accountability website.
Reminder: All content on this site is automatically copyrighted by virtue of the Berne Convention for the
Protection of Literary and Artistic Works.

13. PHILIPPINE NATIONAL POLICE
MANUAL
PNPM 0-08-95 DHRDD
ETHICAL DOCTRINE
MANUAL TABLE OF CONTENTS
Page No.
Message ----------------------------------- i
Foreword - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - ii
Preface - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - iii
Chapter I. Declaration of Policy ---------------------- 1
Section 1. General ----------------------- - 1
1.1 Purpose ---------------------------1
1.2 Scope ----------------------------1
1.3 Recommendation for Changes --------------2
Section 2. Declaration of Policy ------------------ 3
Chapter II. Police Officers’ Creed and Stand on Basic Issues ---- 4
Section 1. PNP Core Values - - - - - - - - - - - - - - - - - - - 4
Section 2. Police Officers’ Creed - - - - - - - - - - - - - - - - - - - 4
Section 3. PNP Stand on Basic Issues - - - - - - - - - - - - - - 6
3.1 PNP Image - - - - - - - - - - - - - - - - - - - - - - - 6
3.2 Career Management ----------------- 6
3.3 Police Management Leadership - - - - - - - - - - 7

14. 3.4 Equality in the Service - - - - - - - - - - - - - - 7
3.5 Delicadeza - - - - - - - - - - - - - - - - - - - - - - - 8
3.6 Police Lifestyle - - - - - - - - - - - - - - - - - - 8
3.7 Political Patronage - - - - - - - - - - - - - - - - - - 8 3.8 Human Rights - - - - - - - - - - - - - - - - - - -
9
3.9 Setting Example - - - - - - - - - - - - - - - - - - - 9
Chapter III. Professional Conduct and Ethical Standards - - - - - - 10
Section 1. Standard of Police Professionalism - - - - - - - - - - 10
2. Police Professional Conduct - - - - - - - - - - - - - - - 10
2.1 Commitment to Democracy - - - - - - - - - - - - - - - 10
2.2 Commitment to Public Interest - - - - - - - - - - - 10
2.3 Non-Partisanship - - - - - - - - - - - - - - - - - - - - 11
2.4 Physical Fitness and Health - - - - - - - - - - - - - - - - 11
2.5 Secrecy Discipline - - - - - - - - - - - - - - - - - - - - 11
2.6 Social Awareness - - - - - - - - - - - - - - - - - - - - - 12
2.7 Non-Solicitation of Patronage - - - - - - - - - - - - 12
2.8 Proper Care and use of Public Property - - - - - - - - 13
2.9 Respect for Human Rights - - - - - - - - - - - - - - - - - 13
2.10 Devotion to Duty - - - - - - - - - - - - - - - - - - - - - 14
2.11 Conservation of Natural Resources - - - - - - - - 14
2.12 Discipline - - - - - - - - - - - - - - - - - - - - - - - - - - 14
2.13 Loyalty - - - - - - - - - - - - - - - - - - - - - - - - - - 15
2.14 Obedience to Superiors - - - - - - - - - - - - - - - - - 15
2.15 Command Responsibility - - - - - - - - - - - - - - - - - 15

15. Section 3. Ethical Standards - - - - - - - - - - - - - - - - - - - - - 16
3.1 Morality - - - - - - - - - - - - - - - - - - - - - - - - - - 16 3.2 Judicious Use of Authority - - - - - - - - - - - - -
- - - - 16
3.3 Integrity - - - - - - - - - - - - - - - - - - - - - - - - - - 16
3.4 Justice - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 17
3.5 Humility - - - - - - - - - - - - - - - - - - - - - - - - - - 17
3.6 Orderliness - - - - - - - - - - - - - - - - - - - - - - - - - - 17
3.7 Perseverance - - - - - - - - - - - - - - - - - - - - - - - - - - 18
Chapter IV. Customs and Traditions - - - - - - - - - - - - - - - - - - - - - 19
Section 1. General Statement - - - - - - - - - - - - - - - - - - - - - 19
Section 2. Definition of Terms - - - - - - - - - - - - - - - - - - - - - 19
2.1 Customs - - - - - - - - - - - - - - - - - - - - - - - - - 19
2.2 Traditions - - - - - - - - - - - - - - - - - - - - - - - - - 19
2.3 Courtesy - - - - - - - - - - - - - - - - - - - - - - - - - 19
2.4 Ceremony - - - - - - - - - - - - - - - - - - - - - - - - - 20
2.5 Social Decorum - - - - - - - - - - - - - - - - - - - - - 20
Section 3. Police Customs on Courtesy - - - - - - - - - - - - - - - - 20
3.1 Salute - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 20
3.2 Salute to National Color and Standard - - - - - - - - 20
3.3 Address/Title - - - - - - - - - - - - - - - - - - - - - - - - - 20
3.4 Courtesy Calls - - - - - - - - - - - - - - - - - - - - - - - - - 21
3.5 Courtesy of the Post - - - - - - - - - - - - - - - - - - - - - 22
3.6 Rank-Has-Its-Own Privilege (RHIP) - - - - - - - 22
Section 4. Police Customs on Ceremonies - - - - - - - - - - - - 22 4.1 Flag Hoisting Ceremony - - - - - - - -
- - - - - - - - - 22
4.2 Flag Lowering Ceremony - - - - - - - - - - - - - - - - - 22

16. 4.3 Half-Mast - - - - - - - - - - - - - - - - - - - - - - - - - 23
4.4 Funeral Service and Honors - - - - - - - - - - - - - - - - - 23
4.5 Ceremonies Tendered to Retirees - - - - - - - - - - - - 23
4.6 Honor Ceremony - - - - - - - - - - - - - - - - - - - - - 23
4.7 Turn-Over Ceremony - - - - - - - - - - - - - - - - 23
4.8 Wedding Ceremony - - - - - - - - - - - - - - - - - - - - - 24
4.9 Anniversary - - - - - - - - - - - - - - - - - - - - - - - - - 24
Section 5. Police Customs on Social Decorum - - - - - - - - - - - - 24
5.1 Proper Attire - - - - - - - - - - - - - - - - - - - - - - - - - 24
5.2 Table Manners - - - - - - - - - - - - - - - - - - - - - 25
5.3 Social Graces - - - - - - - - - - - - - - - - - - - - - - - - - 25
5.4 Uniform/Appearance - - - - - - - - - - - - - - - - 25
5.5 Manner of Walking - - - - - - - - - - - - - - - - - - - - - 25
Section 6. Other Police Customs - - - - - - - - - - - - - - - - - - - - - 26
6.1 Visiting the Sick - - - - - - - - - - - - - - - - - - - - - 26
6.2 Survivor Assistance to Heirs of Deceased
Members - - - - - - - - - - - - - - - - - - - - - - - - - 26
6.3 Visiting the Religious Leaders - - - - - - - - - - - - 26
6.4 Athletics - - - - - - - - - - - - - - - - - - - - - - - - - 26
6.5 Happy Hours - - - - - - - - - - - - - - - - - - - - - - - - - 27
Section 7. Police Tradition - - - - - - - - - - - - - - - - - - - - - 27 7.1 Spiritual Beliefs - - - - - - - - - - - - - - - -
- - - - 27
7.2 Valor - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 27
7.3 Patriotism - - - - - - - - - - - - - - - - - - - - - - - - - 27
7.4 Discipline - - - - - - - - - - - - - - - - - - - - - - - - - 28

17. 7.5 Gentlemanliness - - - - - - - - - - - - - - - - - - - - 28
7.6 Word of Honor - - - - - - - - - - - - - - - - - - - - 28
7.7 Duty - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 28
7.8 Loyalty - - - - - - - - - - - - - - - - - - - - - - - - - - - - - 29
7.9 Camaraderie - - - - - - - - - - - - - - - - - - - - - - - - - 29
Chapter V. Police Officers’ Pledge (POP), Principles and Conduct
of Law Enforcement Officials - - - - - - - - - - - - - - - 30
Section 1. Police Officers‘ Pledge - - - - - - - - - - - - - - - - - - - - 30
Section 2. Forum to Recite - - - - - - - - - - - - - - - - - - - - 31
Section 3. Fundamental Principles - - - - - - - - - - - - - - - 31
Section 4. Code of Conduct of Law Enforcement Officials - - 35
Chapter VI. Propagation and Adherence - - - - - - - - - - - - - - - - 38
Section 1. Foundation - - - - - - - - - - - - - - - - - - - - - - - - - 38
Section 2. Commitment - - - - - - - - - - - - - - - - - - - - - - - - - 39
Section 3. Propagation, Development and Adherence - - - - - - - 40
Section 4. Appropriations - - - - - - - - - - - - - - - - - - - - - - - - - 41
Section 5. Miscellaneous - - - - - - - - - - - - - - - - - - - - - - - - - 41
Chapter VII. Administrative Sanctions and Amendments - - - - - - - 43 Section 1. Penalties and
Administrative Sanctions - - - - - - - 43
Section 2. Amendments - - - - - - - - - - - - - - - - - - - - - - - - - 43
ANNEXES:
“A” - Notes and References - - - - - - - - - - - - - - - - 47
“B” - NAPOLCOM Resolution No. 92-4 Approving the
PNP COPCES - - - - - - - - - - - - - - - - - - - - - 48
“C” - General Circular Nr DHRDD 94-001 dtd Oct 28, 1994,

18. entitled: PNP Ethics Day Celebration - - - - - - - - 48
“D” - POLICE 2000, PNP Vision and Mission - - - - - - - - 60
“E” - Panunumpa sa Watawat with English version - - - - 63
PNP ETHICAL DOCTRINE
CHAPTER I
DECLARATION OF POLICY
Section 1. General
1-1 Purpose
This manual prescribes the Ethical Doctrine for the Philippine National Police. Its
purpose is to provide moral and ethical guidance to all PNP members.
1-2 Scope and Limitation
a. This Ethical Doctrine was culled from the PNP Code of Professional Conduct
and Ethical Standards (COPCES) with inception of additional and related principles,
guidelines and sanctions, all geared towards the internalization of moral values and
service dedication. This Doctrine consists of seven chapters similar to the provisions of
the PNP COPCES. The adoption of the PNP Code of conduct as an Ethical Doctrine
reinforces the former as an effective instrument in the moral values’ internalization in the
PNP.
b. This Ethical Doctrine applies to both uniformed and non-uniformed personnel
of the PNP, unless specified otherwise.
c. This Ethical Doctrine is in accordance with the PNP Fundamental Doctrine and
the Code of Professional Conduct and Ethical Standards.
1-3 Recommendation for Changes
Any suggested revision or comment should be forwarded to the Chief, Philippine
National Police, Attn: Director, Directorate for Human Resource and Doctrine

19. Development.
Section 2. Declaration of Policy
All members of the Philippine National Police shall abide, adhere to and
internalize the provisions of this Ethical Doctrine. Towards this end, a truly
professionalized and dedicated law enforcer shall be developed in promoting peace and
order, ensuring public safety and enhancing community participation guided by the
principle that a public office is a public trust and that all public servants must, at all
times, be accountable to the people. They shall serve with utmost responsibility, integrity,
morality, loyalty and efficiency with due respect to human rights and dignity as hallmark of a democratic
society. They shall, at all times, support and uphold the Constitution, bear
faithful allegiance to the Constitution, bear faithful allegiance to the legitimate
government, respect the duly constituted authority and be loyal to the police service. CHAPTER II
POLICE OFFICER’S CREED AND STANDS ON BASIC ISSUES
Section 1. The PNP Core Values
The police service is a noble profession which demands from its members
specialized knowledge and skills, as well as high standards of ethics and morality. Hence,
the members of the PNP must adhere to and internalize the enduring core values of love
of God, respect for authority, selfless love and service for people, sanctity of marriage,
and family life, responsible dominion and stewardship over material things, and
truthfulness.
Section 2.The Police Officer’s Creed
2.1 I believe in God, The Supreme Being, The Great Provider, and The Creator of
all men and everything dear to me. In return, I can do no less than love Him above all
obeying His word, seek His guidance in the performance of my sworn duties and honor
Him at all times.
2.2 I believe that respect for authority is a duty. I respect and uphold the

20. Constitution, the laws of the land and the applicable rules and regulations. I recognize the
legitimacy and authority of the leadership, and obey legal orders of my superior officers.
2.3 I believe in selfless love and service to people. Towards this end, I commit
myself to the service of my fellowmen over and above my personal interest.
2.4 I believe in the sanctity of marriage and family life. I shall set the example of
decency and morality, shall have high regard for family life and value of marital fidelity.
2.5 I believe in the responsible dominion and stewardship over material things. I
shall inhibit myself from extravagance and ostentatious display of material things. I shall
help protect the environment and conserve nature to maintain ecological balance.
2.6 I believe in the wisdom of truthfulness. I must be trustworthy and I shall
uphold the truth at all times.
Section 3. PNP Stand on Basic Issues
The deployment and employment of PNP personnel require the organization and
its members to bare their stand on the following basic issues:
3.1 PNP Image – The image of any organization affects the esprit d’ corps, morale
and welfare of the members , and sense of pride to the organization . Thus, all members
of the PNP should act in a manner that would reflect best on the PNP and live by the
PNP’s core values. 3.2 Career Management, the Key to Professionalism – The Proper implementation
of the PNP’s Career Management will greatly enhance the personnel professionalization
process with regards to procurement, training, promotion, assignment, placement, awards
and retirement. The PNP shall formulate a stringent policy and strictly implement the
human resources development system, compatible to the equitable distribution of
procurement, fair promotion, rationalized approach in assignment, skill development,
immediate grant of reward and award, and decent living upon retirement.
3.3 Police Management Leadership – The effectiveness of law enforcement is

21. reflective of the managerial capabilities and competent leadership of the men and women
who run the PNP organization. These attributes must therefore be one of the primary
bases for consideration in the selection of personnel for employment and deployment
purposes.
3.4 Equality In the Service – There shall be judicious and equitable distribution of
opportunity to prove one’s worth in the police service. The problem on inequity thru class
orientation and factionalism, both real and perceived, premised on favored assignment,
inequitable opportunity of training, unfair granting of promotion, and untimely awarding
of achievements, will create an atmosphere of demoralization. The result is inefficiency
and lack of teamwork to the detriment of the organization. It behooves. Therefore, on the
PNP leadership address the situation. The civilian character of the organization requires
adherence to the rule on merit and fitness system and to dissociate the above process
from class orientation and factionalism.
3.5 Delicadeza- In consonance with the requirements of honor and integrity in the
PNP, all members must have the moral courage to sacrifice self-interest in keeping with
the time-honored principle of delicadeza.
3.6 Police Lifestyle- The PNP shall promote and maintain a lifestyle for its
members which the public will find credible and respectable. The public expects a police
officer to live a simple and dignified life. They must be free from greed corruption and
exploitation.
3.7 Political Patronage- PNPP members shall inhibit themselves from soliciting
political patronage on matters pertaining to assignment, award,, training and promotion.
3.8 Setting Example- All PNP members shall set good example to their
subordinates and follow good example from the superiors. CHAPTER III
PROFESSIONAL CONDUCT AND ETHICAL STANDARDS

22. Section 1. Standard of Police Professionalism
PNP members shall perform their duties with integrity, intelligence and competence in
the application of specialized skills and technical knowledge with excellence and
expertise.
Section 2. Police Professional Conduct
2.1 Commitment to Democracy- Uniformed PNP members shall commit themselves
to the democratic way of life and values and maintain the principle of public
accountability. They shall at all times uphold the Constitution and be loyal to our country,
people and organization, above their loyalty to any person.
2.2 Commitment to Public Interest- PNP members shall always uphold public interest
over and above personal interest. All government properties, resources and powers of
their respective offices must be employed and used effectively, honestly and efficiently,
particularly to avoid wastage of public funds and revenues. PNP members must avoid and
prevent the “malversation” of human resources, government time, property and funds.
2.3 Non-Partisanship- PNP members shall provide services to everyone without
discrimination regardless of party affiliation in accordance with existing laws and
regulations.
2.4 Physical Fitness and Health- PNP members shall strive to be physically and
mentally fit and in good health at all times. Toward this end, they shall undergo regular
physical exercises and annual medical examination in any PNP Hospital or Medical
facility, and actively participate in the Physical Fitness and Sports Development Program
of the PNP.
2.5 Secrecy Discipline- PNP members shall guard the confidentiality of classified
information against unauthorized disclosure, including confidential aspects of official
business, special orders, communications and other documents roster or any portion

23. thereof, contents of criminal records, identities of persons who may have given
information to the police in confidence and other classified information or intelligence
material.
2.6 Social Awareness- PNP members and their immediate family members shall be
encouraged to actively get involved in religious, social and civic activities to enhance the
image of the organization without affecting their official duties. 2.7 Non- Solicitation of Patronage- PNP
members shall seek self-improvement
through career development and shall not directly or indirectly solicit influence or
recommendation from politicians, high ranking government officials prominent citizens,
persons affiliated with civic or religious organizations with regards to their assignments,
promotions, transfer or those of other members of the force, nor shall they initiate any
petition to be prepared and presented by citizens in their behalf. Moreover, they shall
advise their immediate relatives not to interfere in the activities of the police service
particularly in the assignment and reassignment of personnel.
2.8 Proper Care and Use of Public Property- PNP members shall promote and
maintain sense of responsibility in the protection, proper care and judicious disposition
and use of public property issued for their official use or entrusted to their care and
custody just like “ a good father of their family”. When the Commander/Director is
relieved from his post, all properties/equipment belonging to the government must be
turned-over to the incoming. A committee for the purpose shall be proper. Hence, it is a
taboo for outgoing Commander/Director to detach, remove and bring home or to his new
assignment properties which do not personally belong to him.
2.9 Respect for Human Rights- In the performance of duty, PNP members shall
respect and protect human dignity and uphold the human rights of all persons. No
member shall inflict, instigate or tolerate extra-judicial killings, arbitrary arrests, any act
of torture or other cruel, inhuman or degrading treatment or punishment and shall not

24. invoke superior orders or exceptional circumstances such as a state –of-war, a threat to
national security, internal political instability or any public emergency as a justification
for committing such human rights violations.
2.10 Devotion to Duty- PNP members shall perform their duties with dedication
thoroughness, efficiency enthusiasm, determination, and manifest concern for public
welfare, and shall refrain from engaging in any activity which shall be conflict with their
duties as public servants.
2.11. Conservation of Natural Resources- PNP members shall help in the development
and conservation of our natural resources for ecological balance and posterity as these are
the inalienable heritage of our people.
2.12 Discipline- PNP members shall conduct themselves properly at all times in
keeping with the rules and regulations of the organization.
2.13 Loyalty- PNP members shall be loyal to the Constitution and the police service as
manifested by their loyalty to their superiors peers and subordinates as well.
2.14 Obedience to Superiors- PNP members shall obey lawful orders of and be
courteous to superior officers and other appropriate authorities within the chain of
command. They shall readily accept whenever they are assigned anywhere in the
country. Therefore, it is taboo for any personnel to petition in court or in any public
forum his assignment. 2.15 Command Responsibility- In accordance with the Doctrine on Command
Responsibility, immediate Commanders/ Directors shall be responsible for the effective
supervision, control and direction of their personnel and shall see to it that all government
resources shall be managed, expended or utilized in accordance with laws and regulations
and safeguard against losses thru illegal or improper disposition.
Section 3. The Ethical Standards

25. Ethical standards shall refer to established and generally accepted moral values. Ethical
acts to be observed are the following:
3.1 Morality- PNP members shall adhere to high standards of morality and decency
and shall set good examples for others to follow. In no instance during their terms of
office, among other things, shall they be involved as owners, operators, managers or
investors in any house of ill-repute or illegal gambling den or other places devoted to
vices, nor they shall patronize such places unless on official duty, and tolerate operations
of such establishments in their respective areas of responsibilities. They shall be faithful
to their lawfully wedded spouses.
3.2 Judicious Use of Authority – PNP members shall exercise proper and legitimate
use of authority in the performance of duty.
3.3 Integrity – PNP members shall not allow themselves to be victims of corruption
and dishonest practices in accordance with the provisions of RA 6713 and other
applicable laws.
3.4 Justice – PNP members shall strive constantly to respect the rights of others so
that they can fulfill their duties and exercise their rights as human beings, parents,
children, citizens, workers, leaders, or in other capacities and to see to it that others do
likewise.
3.5 Humility – PNP members shall recognize the fact that they are public servants
and not the masters of the people and towards this end, they should perform their duties
without attracting attention or expecting the applause of others.
3.6 Orderliness – PNP members shall follow original procedures in accomplishing
tasks assigned to them to minimize waste in the use of time, money and effort.
3.7 Perseverance – Once a decision is made, PNP members shall take legitimate
means to achieve the goal even in the face of internal or external difficulties, and despite

26. anything which might weaken their resolve in the course of time. CHAPTER 1V
CUSTOMS AND TRADITIONS
Section 1. General Statement
The PNP adopts the generally acceptable customs and traditions based on the
desirable practices of the police service. These shall serve to inspire PNP members as the
organization endeavors to attain its goals and objectives.
Section 2. Definition of Terms:
2.1 Customs - Established usage or social practices carried on by tradition that have
obtained the force of law.
2.2 Traditions – Bodies of beliefs, stories, customs and usages handed down from
generation to generation with the effect of an unwritten law.
2.3 Courtesy – A manifestation of expression of consideration and respect for others.
2.4 Ceremony – A formal act or set of formal acts established by customs or authority
as proper to special occasion.
2.5 Social Decorum – A set of norms and standards practiced by members during
social activities and other functions.
Section 3. Police Customs on Courtesy
The following are customs on courtesy in the PNP:
3.1 Salute – Salute is the usual greetings rendered by uniformed members upon
meeting and recognizing person entitled to a salute.
3.2 Salute to National Color and Standard – Members stand at attention and salute the
national color and standard as these pass by them or when the national color is raised or
lowered during ceremonies.
3.3 Address/Title – Junior in rank address senior members who are entitled to salute

27. with the word “Sir” or “Ma’am”. All Police Commissioned Officers shall be addressed
sir or ma’am by Police Non-Commissioned Officers and Non-Uniformed Personnel.
3.3 Courtesy Calls – The following are the customs on courtesy calls:
3.4 Courtesy Calls – The following are the customs on courtesy calls: 3.4.1. Courtesy Call of Newly
Assigned/Appointed Member – PNP members
who are newly appointed or assigned in a unit or command call on the chief of the unit or
command and other key personnel as a matter of courtesy, as well as for accounting,
orientation and other purposes.
3.4.2. Christmas Call – PNP members pay a Christmas Call on their local
executives in their respective areas of responsibility.
3.4.3. New Year’s Call – PNP members pay a New Year’s call on their
commanders and /or key officials in their respective areas of responsibility.
3.4.4. Promotion Call – Newly promoted PNP members call on their unit head.
On this occasion, they are usually given due recognition and congratulations by their
peers for such deserved accomplishment.
3.4.5. Exit Call – PNP members pay an Exit Call on their superiors in the unit or
command when relieved or reassigned out of the said unit or command.
3.5 Courtesy of the Post – The host unit extend hospitality to visiting personnel who
pay respect to the command or unit.
3.6 Rank Has –Its –Own Privilege (RHIP) – PNP members recognize the practice that
different ranks carry with them corresponding privileges.
Section 4. Police Customs on Ceremonies
4.1. Flag Raising Ceremony – PNP members honor the flag by hoisting ii and singing
the National Anthem before the start of the official day’s work.

28. 4.2 Flag Lowering Ceremony – At the end of the official days’ work, the PNP
members pause for a moment to salute the lowering of the flag.
4.3 Half-Mast – The flag is raised at half-mast in deference to deceased uniformed
members of the command.
4.4 Funeral Service and Honors – Departed uniformed members, retirees, war
veterans or former PC/INP members are given vigil, necrological services and graveside
honors as a gesture of farewell.
4.5 Ceremony Tendered to Retirees – In recognition of their long, faithful and
honorable service to the PNP, a testimonial activity shall be tendered in their honor.
4.6 Honor Ceremony – Arrival and departure honor ceremonies are rendered to
visiting dignitaries, VIPs, PNP Officers with the grade of Chief Superintendent and above
and AFP officers of equivalent grade, unless waived./ 4.7 Turnover Ceremony – The relinquishment and
assumption of command or key
position is publicly announced in a Turnover Ceremony by the outgoing and incoming
officers in the presence of the immediate superior or his representative. Outgoing
Commander/Director should not leave his post without proper turnover. Turn-over
includes turnover of properties/equipment, human and material resources.
4.8 Wedding Ceremony -- During marriage of PNP members, a ceremony is
conducted with participants in uniform and swords drawn.
4.9 Anniversary – The birth or institutional establishment of a command or unit is
commemorated in an Anniversary Ceremony.
5.1. Proper Attire – PNP members always wear appropriate and proper attire in
conformity with the occasion.
5.2. Table Manners – PNP members observe table etiquette at all times.
5.3 Social Graces – PNP members conduct themselves properly in dealing with
people during social functions.

29. 5.4 Uniform/Appearance – The public looks upon a PNP member as distinctively a
man among men. It is a welcome sight when PNP members wear their uniform properly
wherever they may be. Bulging stomach is a taboo in the uniformed service. Since
disciplined PNP members are best exemplified by those who are neat in appearance and
wearing the prescribed uniform, they must therefore observe the following:
5.4.1. Wearing of prescribed uniform.
5.4.2 Adherence to haircut prescribed by rules & regulations.
5.5 Manner of Wlking- Every PNP Member is expected to walk with pride and
dignity.
Section 6. Other Police Customs:
6.1 Visiting the Sick- Immediate commanders or other available officers of the unit
visit PNP Members who are sick in the hospital, their residence or any place of
confinement in order that their needs are attended to.
6.2 Survivor Assistance of Heir of Deceased Members- A survivor officer is
designated whenever PNP members die, to render maximum assistance to their bereaved
family until all benefits due shall have been received.
6.3 Visiting the Religious Leaders- PNP Officers visit religious leaders in their areas
of assignment to establish or maintain rapport and cooperation between the different
religious leaders and the PNP. 6.4 Athletics- PNP members indulge in physical fitness activities o insure
that their
proper physical appearance and bearing are smaller than the size of his chest and in
conformity with the standard set forth by the organization.
6.5 Happy Hours- Usually on Friday or any other day suitable for the occasion, PNP
members gather together at their PNP club for a light hearted jesting or airing of minor
gripes.
Section 7. Police Tradition

30. The following are police traditions:
7.1 Spiritual Beliefs- PNP members are traditionally religious and God-loving person.
They attend religious services together with the members of their family.
7.2 Valor- History attests that the Filipino law enforcers have exemplified the
tradition of valor in defending the country from aggression and oppression and
protecting/preserving the life and property of the people. They sacrificed their limbs and
lives for the sake of their countrymen whom they have pledged to serve.
7.3 Patriotism- The PNP members are traditionally patriotic by nature. They manifest
their love of country with a pledge of allegiance to the flag and a vow to defend the
constitution.
7.4 Discipline- The discipline of the PNP members is manifested by instinctive
obedience to lawful orders and thorough and spontaneous actions towards attainment of
organizational objectives guided by moral, ethical and legal norms.
7.5 Gentlemanliness-PNP members are upright in character, gentle in manners,
dignified in appearance, and sincere in their concern to fellowmen.
7.6 Word of Honor- PNP members’ word is their bond. They stand by and commit to
uphold it.
7.7 Duty- PNP members have historically exemplified themselves as dedicated public
servants who perform their tasks with a deep sense of responsibility and self-sacrifice.
They shall readily accept assignment anywhere in the country.
7.8 Loyalty- PNP members are traditionally loyal to the organization, country and
people as borne by history and practice.
7.9 Camaraderie- The binding spirit that enhances teamwork and cooperation in the
police organization, extending to the people they serve., in manifested by the PNP
members’ deep commitment and concern for one another. CHAPTER V

31. POLICE OFFICER’S PLEDGE (POP) PRINCIPLES AND
CONDUCT OF LAW ENFORCEMENT OFFICIALS
Section 1. The Police Officer’s Pledge
1. I will love and serve God, my country and people;
2. I will uphold the Constitution and obey legal orders of the duly constituted
authorities;
3. I will oblige myself to maintain a high standard of morality and professionalism;
4. I will respect the customs and traditions of the police service; and
5. I will live a decent and virtuous life to serve as an example to others.
Section 2. Forum to Recite
The Police Officer’s Pledge should be recited during the following occasions:
1. Flag raising and flag retreat ceremonies, jointly with the Pledge of Allegiance to
the Flag (Panunumpa sa Watawat).
2. PNP Training/course opening and closing ceremonies.
3. Seminars on moral values internalization.
4. Other ceremonies.
Section 3. Fundamental Principles
The rigid application of fundamental principles in police work is necessary to
avoid human rights violation and maintain respect of the profession. Thus, PNP members
have the following responsibilities:
1. To prevent and control crime, disorder and oppression by influential/political
groups, abusive soldiers and policemen, tyrannical policeman and decadent
society.
2. To recognize that the fulfillment of its functions is dependent upon community
approval of its existence, and on its ability to obtain and maintain responsive

32. support and participative cooperation.
3. To recognize that in order to secure and maintain the approval, support and
cooperation of the public, it has a collateral responsibility of securing the willing
assistance of the public in the task of securing observance of law. 4. To recognize that when the
community cooperates and assists the police, it
diminishes proportionately the need for the use of physical force and compulsion
in achieving law enforcement objectives.
5. To seek and preserve public favor, not by soliciting public opinion, but by
constant demonstration of impartiality by ready offering of individual service and
congeniality to all members of the community without regards to their wealth,
friendship, social standing and race; and by ready offering of individual sacrifice
and to some extent the sacrifice of relatives.
6. To use physical force only when the exercise of persuasion, advice and warning is
found to be insufficient in the pursuit of law observance or to restore order, and
shall resort only to the minimum degree of physical force necessary on any
particular occasion in achieving law enforcement objectives.
7. To constantly maintain wholesome relationship with the community that gives
reality to the historic tradition that the police is the people and the people is the
police; police officers are members of the community who are paid to render
public safety services due upon every citizen, endearing the principle that a public
office is a public trust.
8. To recognize the need for strict adherence to the law, refrain from usurping the
powers and authority of the judiciary in avenging individuals, judging guilt and
punishing the guilty.
9. To recognize that the test of police efficiency is the absence of crime and
disorder, not the visible evidence of law enforcement action in dealing crime and

33. disorder; enshrine the principle that crime prevention is better than crime solution;
measure is better than countermeasure.
10. To recognize that the test of law enforcement integrity is the presence of personal
moral responsibility exemplified by virtuous behavior and non compromising law
enforcement officer.
11. To recognize that the achievement of a professional service depends principally
upon the constant development of police education and training, research and
planning and exercise.
12. To recognize that the stability of the republic, the continuity of sovereignty and
strength of democracy depend upon a police organization that is constantly aware
of the sensitive balance between individual freedom and collective security; everalert to the dangers of
extra legal or immoral procedures; and never compromise
principle in favor of evil means to attain the good ends.
13. To recognize the ever magnificient principle: Love God, honor the government
and respect the people.
14. To recognize that “the people is the peace maker, the police is the peace keeper
and the local government is the peace preserver.” If he goes beyond and above of
his role, he must observe the three (3) C’s in internal and external relationsconsult, coordinate and
cooperate.
Section 4. Code of Conduct for Law Enforcement Officials
This Code of Conduct for Law Enforcement Officials was adopted by United
Nations General Assembly Resolution 34/169 of 17 Dec 1979. a. Law enforcement official shall at all
times fulfill the duty imposed upon them by
law, by serving the community and by protecting all persons against illegal acts,
consistent with the high degree of responsibility required by their profession.
b. In the performance of their duty, law enforcement officials shall respect and
protect human dignify and maintain and uphold the human rights of all persons.

34. c. Law enforcement officials may use force only when strictly necessary and to the
extent required for the performance of their duty.
d. Matters of a confidential nature in the possession of law enforcement officials
shall be kept confidential, unless the performance of duty or the needs of justice
strictly require otherwise.
e. No law enforcement official may inflict, instigate or tolerate any act of torture or
other cruel, inhuman or degrading treatment or punishment, nor may any law
enforcement official invoke superior order or exceptional circumstances such as a
state of war, a threat to national security, internal political instability or any other
public emergency as a justification of torture or other cruel, inhuman or degrading
treatment or punishment.
f. Law enforcement officials shall ensure the full protection of the health of persons
in their custody and, in particular, shall take immediate action to secure medical
attention whenever required.
g. Law enforcement officials shall not commit any act of corruption. They shall also
rigorously oppose and combat all such acts.
h. Law enforcement officials shall respect the law and the present Code. They shall
also, to the best of their capability, prevent and rigorously oppose any violation of
them.
Law enforcement officials who have reason to believe that a violation of the
present Code has occurred or is about to occur shall report the matter to their superior
authorities and, where necessary, to other appropriate authorities or organs vested
with reviewing or remedial power. CHAPTER VI
PROPAGATION AND ADHERENCE
Section 1. Foundation

35. All PNP members in the performance of their duties shall fully abide by this Ethical
Doctrine. This Ethical Doctrine was culled from the PNP Code of Professional Conduct
and Ethical Standard (COPCES) which is anchored on the divine and moral precepts, the
Constitution of the Republic of the Philippines and relevant provisions of the Revised
Penal Code, RA 6713 (Code of Conduct and Ethical Standards for Public Officials and
Employees), RA 3019 (Anti-Graft Practices Act), RA 6975 (DILG/PNP Law of 1991)
and other related special laws.
Section 2. Commitment
2.1 All PNP personnel shall take upon themselves that the intent and spirit of this
Doctrine are honored and upheld at all times.
2.2 Directors, Chiefs and Heads of Offices/Stations shall set the example and be
responsible for the adherence to this Doctrine.
2.3 Priests/Minister/Imams of the PNP Chaplain Service, while setting the example,
shall actively participate in enhancing the internalization of this Doctrine.
2.4 All members of the PNP shall take an oath that they shall commit themselves to
this Doctrine. The oath of commitment shall be done upon entry into the PNP,
upon promotion to the next higher rank and upon assumption of office/position.
2.5 All PNP members (uniformed or non uniformed) shall execute a Pledge of
Covenant to adhere this Doctrine.
Section 3. Propagation, Development and adherence.
Propagation, Development and adherence of this Doctrine is a command policy and its
implementation thereof is a command responsibility of PNP Commanders/ Directors at
all levels.
3.1 The PNP shall maintain the PNP Code of professional Conduct and Ethical
Standard (COPCES) as conveyor of this PNP Ethical Doctrine.

36. 3.2 All PNP personnel shall be issued upon entry into the police service a copy of the
PNP COPCES which shall be considered an accountable property and shall it with
them daily.
3.3 The PNP COPCES shall be internalized by all members, and institutionalized in
the PNP. It will be part of the circular of all PNP academic courses and will be
integrated in moral value programs conducted thru regular police information and
education activities. 3.4 There shall undertake a continuous appraisal and study on the effectiveness of
the
PNP COPCES consistent with the growth and dynamics of performance standards
and professionalization of the PNP.
3.5 The PNP COPCES shall be subject to interview initially three (3) years hence and
every five (5) years thereafter, or sooner if the need arises, for possible revision
and/or modification of its implementation strategy.
3.6 The PNP Office of Ethical Standards and Public Accountability (PNPORSPA)
shall oversee the internalization of the PNP COPCES, and the DHRDD shall
monitor the adherence of PNP members to this Ethical Doctrine.
Section 4. Appropriations – The fund allocation necessary for the effective
propagation and development of the PNP COPCES and Ethical Doctrine shall be
provided.
Section 5. Miscellaneous – There shall be a sustained effort to improve this Ethical
Doctrine thru the COPCES in the following functional areas:
5.1 Strengthening and reinvigoration of activities on historical recordings and
interpretations of contemporary events.
5.2 Structuring of the PNP organization to reinforce values and standards of this
Doctrine.
5.3 In case of conflict in the practice of customs and traditions on one hand and in

37. the performance of duties on the other, the latter shall prevail.
5.4 PNP members shall be morally and duty bound to advise fellow members to
adhere to this Doctrine and refrain from violating the provisions of the PNP
COPCES.
5.5 In case where erring PNP members are found to be incorrigibles, proper report
shall be made to the appropriated authority.
5.6 Seminars shall be conducted in all levels of Commands as one forum of
internalizing this Ethical Doctrine and the PNP COPCES. CHAPTER VII
ADMINISTRATIVE SANCTIONS AND AMENDMENTS
Section 1. Penalties and Administrative Sanctions
The penalties for the commission of acts/practices in violation of this Doctrine shall be in
accordance with the Revised Penal Code, RA 6713, RA 3019 and other specials laws. For
acts or omissions which merely require administrative sanctions, the applicable
punishments as provided for the rules and regulations promulgated by the PNP,
NAPOLCOM. Civil Service Commission and DILG shall be applied.
Section 2. Amendments
Any amendments to or revision of this Doctrine may be proposed in a committee formed
for the purpose.
Section 3. Effectivity
This Doctrine shall take effect upon promulgation. ANNEXES
NOTES AND REFERENCES
1. PNP Fundamental Doctrine published 1994.
2. PNP Code of Professional Conduct and Ethical Standards (Red Book – 1992)
3. Napolcom Resolution 92-4, Approving the Philippine National Code of
Professional Conduct and Ethical Standards.

38. 4. NHQ-PNP Letter of Instruction dtd Jan 25, 1992.
5. POLICE 2000 program.
6. General Circular Nr DHRDD 94-001 dtd October 28, 1994, Re: PNP Ethics
Day Celebration.
7. PNP Journal (Jan-Feb 1994 issue) pages 6 to 18.
8. PNP Journal (July – Aug 1994 issue) quoted from the author’s principle –
page 25.
9. Police Onward Warfare Strategy, quoted from this unpublished Chapter II,
Part I, principles and precepts. Republic of the Philippines
Department of the Interior and Local Government
NATIONAL POLICE COMMISSION
Makati, Metro Manila
RESOLUTION NO. 92-4
APPROVING THE PHILIPPINE
NATIONAL CODE OF
PROFESSIONAL CONDUCT AND ETHICAL STANDARDS
WHEREAS, Section 37 of R.A. No. 6975 mandates the establishment by the
National Police Commission of a Code of Conduct for members of the PNP to foster
individual efficiency, behavioral discipline and organizational effectiveness, as well as
respect for constitutional and human rights of citizens, democratic principles and ideals
and the supremacy of civilian authority over the military;
WHEREAS, a Code of Conduct for PNP members is necessary to set the moral
tone and norms of professional conduct in the police service;
WHEREAS, in keeping with this need, the Philippine National Police (PNP) has
initiated the drafting of such Code, through a convention process participated in the

39. delegates from all regions, and has now submitted it for the consideration of this
Commission;
WHEREAS, the Commission, upon close examination and analysis of the various
provisions of the drafted Code submitted by the PNP, finds the same in accordance with
the desirable level of the professional conduct and ethical standards that should be
observed by all PNP members;
NOW, THEREFORE, the Commission, acting in pursuance of Sec 17 of R.A. No.
6975, RESOLVES, as it is hereby RESOLVED, to ADOPT the herein draft Code
presented by the PNP and promulgate it as the Philippine National Police Code of
Professional Conduct and Ethical Standards.
It is therefore enjoined that the standards embodied in the herein Code be
internalized and observed with utmost dedication and commitment.
Approved this 12
th
day of March 1992, at Makati, Metro Manila. s/t CESAR N. SARINO
Secretary, DILG & Chairmnan, NAPOLCOM
s/t TEODULO C. NATIVIDAD, DCL
Vice-Chairman and Executive Officer
s/t VIRGILIO M. DAVID
Commissioner
s/t EDGAR DULA TORRES
Commissioner
s/t GUILLLERMO P. ENRIQUEZ, JR
Commissioner
Attested by:

40. s/t REYNALDO J.D. CUADERNO
Executive Director III Republic of the Philippines
Department of the Interior and Local Government
National Police Commission
NATIONAL HEADQUARTERS
PHILIPPINE NATIONAL POLICE
Camp Crame, Quezon City
GENERAL CIRCULAR October 28, 1994
NUMBER DHRDD 94-001
PNP ETHICS DAY CELEBRATION
1. References:
a. Internalization of Moral Values, as pronounced by the President during the
4
th
PNP Recognition Day.
b. PNP Code of Professional Conduct and Ethical Standards (PNP
COPCES).
c. Moral Recovery Program and POLICE 2000.
2. Background:
President Fidel V. Ramos, in his speech during the 4
th
PNP Recognition day held
at Camp Crame on 15 August 94, emphasized the need to internalize moral values.
The PNP Code of Professional Conduct and Ethical Standards or Code for short
contains all the moral values which are desirable and once practiced by each and

41. every member of the PNP will result into a disciplined, professional and morally
upright policeman. In order to institutionalized the practice of the values embodied in
the Code, there is a need to provide reinforcing activities. For this purpose, a PNP
Ethics Day celebration is relevant.
Historically, the Code was drafted by a group of PNP officers coming from the
different Units/ Offices of the PNP. It has historical pattern of development from
formulation to implementation. Last October 21-27, 1991 was the perioPolice Ethics and Community
Relations
Licensed practical nurse Criminology Free website hosting
PNP Philosophy
1. Service
2. Honor
3. Justice
PNP Core Values
1. Makadios (God-Fearing)
2. Makabayan (Nationalistic)
3. Makatao (Humane)
Ethical Acts to be Observed by PNP members
1. Morality
2. Judicious use of authority
3. Integrity
4. Justice
5. Humility
6. Orderliness

42. 7. Perseverance
Definition of Terms
Customs - established usage or social practices carried on by tradition that have obtained the force of
law.
Traditions - bodies of belief, stories, customs and usages handed down from generation to generation
with the effect of an unwritten law.
Courtesy - a manifestation of expression of consideration and respect for others.
Ceremony - a formal act or set of formal acts established by customs or authority as proper to special
occasion.
Social Decorum - a set of norms and standard practiced by the members during social activities and
other functions.
Police Community Relation - generally refers to the sum total of attitudes and behavior between police
and the communities they serve.
Public Relations - a collection of communication techniques used by individuals or organizations to
convince an audience about the merits of an idea, organization, program, practice or policy.
Community Service - refers to the activities whereby police engage in pro-social activities to enhance the
well being of the community beyond law enforcement and other maintenance.
Community Participation - involves members of the community taking an active role in trying to
genuinely help the police.
Police Traditions
1. Spiritual beliefs
2. Valor

43. 3. Patriotism
4. Discipline
5. Gentlemanliness
6. Word of Honor
7. Duty
8. Loyalty
9. Camaraderie
Spiritual Beliefs - can refer to an ultimate or an alleged immaterial reality, an inner path enabling a
person to discover the essence of his/her being or the deepest values and meanings by which people
live.
Valor - great courage in the face of danger. Strength of mind or spirit that enables a person to encounter
danger with firmness.
Patriotism - love of country and willingness to sacrifice for it.
Discipline - the practice of training people to obey rules or a code of behavior using punishment to
correct disobedience.
Gentlemanliness - characteristic of or having the character of a gentleman. A man whose conduct
conforms to a high standard of propriety or correct behavior.
Word of Honor - a verbal commitment by one person to another agreeing to do or not to do something
in the future.
Duty - a task or action that someone is required to perform.

44. Loyalty - a strong feeling of support or allegiance. Is faithfulness or a devotion to a person, country,
group or cause.
Camaraderie - mutual trust and friendship among people who spend a lot of time together. Goodwill
and lighthearted rapport between or among friends.