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ABSTRACT
The Philippine National Police (PNP) faces myriad challenges, spanning governance, corruption and national security threats. Hence, securing a strong leadership pipeline equipped not only to face these challenges, but also to strengthen policing effectiveness and over-all security sector reforms is crucial. This study aims to map out some of the main factors that both build or erode key leadership qualities and performance in the PNP. Using quantitative and qualitative methods, and leveraging a comprehensive dataset of police officers in the National Capital Region (NCR), the study examines four main factors, namely personality traits, organizational culture, demographic profile and professional history. The results show that personality facets of openness, agreeableness and neuroticism, as well as number of transfers, area of assignment, training on managerial skills, age and education level are all factors for good performance for officers in the PNP National Capital Region Police Office. These findings emphasize the importance of training and mentoring components in preparing young officers and recruits for the rigors of service. It also underscores the need for a deeper analysis of recruitment and selection policies, to ensure that the PNP successfully attracts the strongest candidates with the right leadership characteristics and building blocks for service.
Disclosure statement
No potential conflict of interest was reported by the authors.
Notes
1. The placement and promotion guidelines are detailed in the PNP Memorandum Circular 2018–011.
2. These local government officials have, over time, developed extensive influence on the careers of different officers, notably as part of their collaborative roles under the 1991 Local Government Code.
3. In a recent example, the Department of Justice found probable cause to indict retired Gen. Oscar Albayalde, former PNP chief, with ‘violation of the Anti-Graft and Corrupt Practices Act for persuading, inducing or influencing another public officer to perform an act constituting a violation of rules and regulations in connection with the official duties’ along with 12 of his junior police officers in relation to a 2013 anti-drug operation during his time as Pampanga police chief. News article can be accessed here: https://news.abs-cbn.com/news/01/16/20/doj-indicts-albayalde-12-ninja-cops-for-graft-over-2013-pampanga-drug-raid.
4. One of the most glaring examples of this is the participation of PNP personnel in the murder of 58 Filipino citizens, including 53 journalists, in Maguindanao in 23 November 2009. At least 5 police officers would later be convicted, along with the masterminds from the Ampatuan political clan. For details, the full decision can be accessed here: https://news.abs-cbn.com/news/12/19/19/read-full-decision-on-maguindanao-massacre-case.
7. https://www.icac.org.hk/en/home/index.html.
8. https://www1.nyc.gov/site/nypd/bureaus/investigative/internal-affairs.page.
9. The indicators and procedure for the IPER are detailed in NAPOLCOM Memorandum Circular 93–019.
10. Description of awards or medals are detailed in NAPOLCOM Memorandum Circular 2006–003.
11. Further information on the OCEAN personality test could be obtained from https://www.mindtools.com/pages/article/newCDV_22.htm.
12. It is widely studied that increased in body mass index (BMI) is negatively associated to performance. Dawes et al. (Citation2018) found that overweight officers score lower in defense tactics compared to healthy counterparts. Another study by Kukic et al. (Citation2018) also found that increased BMI negatively affected police officers’ muscular endurance and running performance. Apart from decreased physical performance, obese workers are more highly to get sick, acquire disability, and thus, miss work (Arredondo, Citation2018).
13. White (Citation2008) examined officers in a large metropolitan police department (anonymized) and found evidence that reading level, age, gender and race were linked with better performance. Meanwhile, college education, military experience and residency were not. In addition, Sanders (Citation2003) observed that certain personality attributes were consistently identified in the empirical literature as being linked to better performance – intelligence, common sense, integrity, reliability and/or conscientiousness. Henson et al. (Citation2010) exposed issues in measurement of ‘good performance’, yet also observed that measures of police academy performance and civil service exam score were linked to job success for police officers in a Midwestern police department he examined during the period from 1996–2006.
Additional information
Notes on contributors
Ronald U. Mendoza
Ronald U. Mendoza, PhD is Dean and Associate Professor at the Ateneo School of Government. Before this, he served as an Associate Professor of Economics at the Asian Institute of Management (AIM), the Executive Director of the AIM Rizalino S. Navarro Policy Center for Competitiveness and was a Senior Economist with the United Nations in New York. Among others, his work includes Providing Global Public Goods: Managing Globalization (Oxford University Press 2003), The New Public Finance: Responding to Global Challenges (Oxford University Press 2006), and Building Inclusive Democracies in ASEAN (Anvil Press 2015). Mendoza obtained his Masters in Public Administration and International Development (MPA-ID) from the Harvard Kennedy School of Government, and his M.A. and Ph.D. in Economics from Fordham University. He has received various awards, including the 2012 National Academy of Science and Technology’s Ten Outstanding Young Scientist (OYS) in the Philippines (in Economics), the World Economic Forum’s Young Global Leaders in 2013, and Devex 40 Under 40 Development Leader in 2013.
Emerald Jay D. Ilac
Emerald Jay D. Ilac, PhD, RPm, CSIOP is an Assistant Professor of the Ateneo de Manila University Psychology Department, and currently the Director for Consulting of the Ateneo Center for Organization Research and Development. His researches on leadership, culture, and psychology has been published in local and international journals, and is bonafide member and peer reviewer in various Philippine and international associations such as the International Leadership Association, Administrative Sciences Association of Canada, and the Psychological Association of the Philippines where he is the current Chair of the Industrial-Organizational Psychology Division. Ilac obtained his doctorate degree in Leadership Studies in Ateneo de Manila University, and is a licensed psychometrician under the Philippine Regulatory Commission, and Certified Specialist in Industrial-Organizational Psychology.
Ariza T. Francisco
Ariza T. Francisco is a full-time project manager and researcher in the Ateneo Policy Center, housed in the Ateneo School of Government. She previously worked as manager of the local government unit capacity building program, and officer of the flagship anti-poverty program under the Office of the Vice President (OVP) of the Philippines. Francisco obtained her Bachelor’s Degree in Health Sciences with a Minor in Development Management from the Ateneo de Manila University in the Philippines.
Jelo Michael S. Casilao
Jelo Michael S. Casilao, RPm is an experienced HR and Learning and Development Professional. Currently, he is a researcher at the Ateneo Policy Center, and a program officer for Learning and Development of the Ateneo Center for Organization Research and Development. Casilao is a licensed psychometrician under the Philippine Regulatory Commission and is currently completing his Master’s degree in Organizational Psychology in Ateneo de Manila University.