Leo Pascual Dacayanan

Masters in Public Administration

Leadership and Organizational Change

The Philippine National Police has its quarterly performance

evaluation report which measures competencies of its personnel. In
relevance, it is very significant to know the strengths and weaknesses as
well as the gaps to make interventions on different areas of competencies.

All personnel of the Philippine National Police must have personal

assessment on different areas of competencies such as Job Knowledge,
Work Management, Interpersonal Relationship and Concern for the
Organization. Personal assessment will provide the benchmark for
performance to become more effective and efficient. It shall be used to
assess the performance in terms of contribution to the attainment of the
PNP Mission and Vision, skills and competencies, attitude towards work and
relationship with the superiors, and peers.

Here is my Performance Assessment as Chief Investigation and

Detective Management Section.
PERFORMANCE ASSESSMENT
Area Gap Sub- Performance Indicator Interventions
Rating
Job 20% 80% Understanding the job Capacity
Knowledge descriptions; building on
Awareness of the Vision, the job of
Mission and Objectives of PNP;
the Organization; Continuing
Community Oriented professional
Policing System; development
Creativity/resourcefulness;
Analytical Ability; Ability to
solve problems; Oral and
written communications;
Law enforcement and
maintenance of law and
order

Work 30% 70% Record Management and Enhance the

Management Submission of report; operational
Compliance with and system of the
implementation of PNP; Upgrade
Policies/SOP’s; Sense of the technical
Priority; Client know-how of
 Satisfaction/Orientation; personnel
Cost Effectiveness;
Involvement/Presence in
Activities
Interpersonal 5% 95% Receptive to
Enhance
Relationship ideas/suggestions; community
Teamwork management; relation with
Build linkages and networks; fellow police
Ability to lead and follow; officers and
Motivation stakeholders;
Teambuilding
activities
Concern for 20% 80% Stewardship of units Conduct
the properties; Preservation of daily
organization units properties; inspection on
coordination PNP
properties
and request
for its
maintenance
to the
stakeholders.
Quarterly
and annual
accounting
and inventory
of properties
and
procurements
of the units.

Under the competency of Job Knowledge, the performance indicators

are: a. Awareness of the Vision, Mission and Objectives of the Organization;
Community Oriented Policing System; b. Ability to solve problems; Oral and
written communications; Law enforcement and maintenance of law and
order. The possible gaps are lack of knowledge and understanding of the
PNP mission and vision and lack of ability to solve problems relevant to the
job, to eradicate this gap it is very important that each of the PNP personnel
must have a clear understanding and appreciation of the mission and vision
of the Philippine National Police. Anent the gap of lack of ability to solve
problems, noteworthy that to solve this gap, each PNP personnel must
continue and strive to have a continuing professional development to cope
up with the demands of the job.

Under the competency, Work Management the performance indicators

are: Record Management and Submission of report; Compliance with and
implementation of Policies/SOP’s; Sense of Priority; Client
Satisfaction/Orientation; Cost Effectiveness; Involvement/Presence in
Activities, the possible gaps are lack of record management, failure to
submit reports, failure to comply with the policies and standard operating
procedures of the Philippine National Police and lack of involvement in PNP
activities. In order to bridge theses gaps, there PNP should enhance its
operational system by ensuring that the PNP personnel are computer literate
since nowadays, reports and its compliance are done and sent via
computers and electronic devices. Also, to keep up with modernization and
with the enhance capacity of personnel; the PNP should also enhance its
technological capacities. It must provide the personnel with latest
computers, capable of storing and keeping large information and speedy
transfer of information. This is also practical as cost-cutting measure,
because less papers will be used, there is no need of different shelves and
cabinets for storing papers and documents, thus no larger space are needed
to have an efficient and operational offices.

Under the competency Interpersonal Relationships, the performance

indicators are: Receptive to ideas/suggestions; Teamwork management;
Build linkages and networks; Ability to lead and follow Motivation. The
possible gaps are: Non-receptive to ideas/suggestions, lack of teamwork
management, failure to build linkages and networks, lack of ability to lead
and follow motivations. To bridge these gaps, the PNP should enhance
community relations with its members and stakeholders. It is also necessary
to have teambuilding activities in order to build ability to lead and follow
motivation.

Under the competency, Stewardship of units properties; Preservation of

units properties; coordination, the possible gaps are lack of concern to unit
and properties of the PNP. In order to bridge these gaps, there should be
daily inspection of the firearms and assets of the unit as well as quarterly
and annual accounting and inventories of the same. Noteworthy however, is
the allocation and of funds for the maintenance and other operating
expenses of the unit with respect to assets that are susceptible to ordinary
wear and tears.