Research Irri 1-3

CRIMINAL JUSTICE COLLEGE,
INC.
79 Jasmin Street, Lodora Village Tunasan, Muntinlupa City
EFFECTIVENESS OF ROCA AGENCY PERSONNEL IN ASSISTING

INTERNATIONAL RICE RESEARCH INSTITUTE (IRRI): BASIS FOR
PUBLIC SAFETY
A Thesis
Presented to the Faculty of the
Criminal Justice College
______________
In partial Fulfillment
of the requirement for the Degree
Bachelor of Science in Criminology
_______________
BY
Julie Ann C. Breboneria

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APPROVAL SHEET
In partial fulfillment of the requirements for the Degree of Bachelor of Science

in Criminology. This Thesis entitled “Effectiveness Of ROCA Agency
Personnel in Assisting International Rice Research Institute (IRRI): Basis For
Public Safety” prepared and submitted by Julie Ann C. Breboneria.
CSUPT MERCEDES A. FORONDA, DPA Ph.D.
Adviser
Approved as partial fulfillment of the requirements for the Degree of Bachelor

of Science in Criminology by the Committees on Pre Oral Examination
conducted on __________ with the grade of _______________Pre Oral.
ORAL EXAMINATION COMMITTEE
ISABELO A. FORONDA, Ph.D
Chairman
ALEJANDRO A. FORONDA, JR, Ph.D PROF. ISABELA CHRISTINE L.

FORONDA
Member Member
Accepted as a partial fulfillment of the requirements for the Degree of

Bachelor of Science in Criminology.
CSUPT MERCEDES A. FORONDA (Ret.), DPA Ph.D

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Dean, Criminal Justice College
ACKNOWLEDGEMENT
I would like to acknowledge the great contribution of individuals in our
research. I feel heavily indebted to the following:
ALEJANDRO P. FORONDA Ph.D Crim President of Justice Colleges
of the Philippines for guiding and disciplining us to become a productive
citizen of this country.
ALEJANDRO A. FORONDA Jr. Ph.D Crim Vice President of Justice
Colleges of the Philippines for their continuous support to our School to raised
up the academic excellent to their students
MERCEDES A. FORONDA Ph.D Crim., Dean of Justice Colleges of
the Philippines, for the permission given to the researchers to conduct this
study.
To the chairman ISABELO A. FORONDA Ph.D Crim., for her critical
appraisal and highly valuable suggestions that aided this process of research.
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To the members of the panel Ms. Isabela Christine L. Foronda
Ph.D. Crim., for their efforts and patience to check our thesis.
To my mother and siblings, who had provided us with financial needs
in order for us to materialize this work.
Above all, our humble praise to Almighty God, owned all sources of
Inspiration and Learning. He bestowed to the researchers all the Blessing by
this research made possible through Him.

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DEDICATION
I humbly dedicate this simple piece of work to my parents, brothers,
sisters, and to my relatives for serving as strength and giving them the moral
and financial support and also to all of the professors, classmates and friends
for believing, encouraging, supporting, and trusting me. And above all, to our
Almighty God, for guidance who gave through the year facing all the
challenges that came my way. Again, a big thank you to all of them for this
research would not be possible. I also dedicate and give special thanks to my
mother, Editha Canale, and my siblings, Sheryll Esteban, Efrean Gotis, Judith
Lagajino, Jelord Breboneria, Jeron Canale, Jessa Breboneria, Jesseca
Breboneria, Reynalyn Canale, Rhealyn Abrogar, by working and staying with
one another through their unity and camaraderie to accomplish and in partial
fulfillment their requirements for my degree, all have been the best
cheerleaders.
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ABSTRACT
Rice research is very important to the Philippines, as such, the
International Rice Research Institute is located there. It is home to a couple
thousand researchers and farmers that work there. Everyday operation of
such an important facility requires constant pairs of eyes watching its
personnel and assets. Fortunately, security agencies provide such a solution.
One such agency is called “ROCA”, one of the security agencies in the
country. This article assesses how the security agency works and how
effective their personnel is in guarding the Institute’s personnel and assets.
Forty (40) random respondents are given assessment sheets. A Five Point
Likert Scale was used to determine the level of their performance in five
categories, i.e, punctuality, ability to close access to outsiders, amount of
complaints, alertness and awareness, and training received. Overall, they are
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assessed as having a satisfactory remark, with an emphasis on not letting
outsiders easily. Many people assessed that they were trained by the
standards set by the PNP and that outsiders do not access the facility easily,
but some people assessed that they get complaints often. As such,
recommendations were made to help the personnel improve their
performance on the job.
TABLE OF CONTENTS
TITLE PAGE ------------------------------------------------------------------- i
APPROVAL SHEET --------------------------------------------------------- ii
ACKNOWLEDGEMENT ---------------------------------------------------- iii
DEDICATION ----------------------------------------------------------------- iv
ABSTRACT -------------------------------------------------------------------- v
TABLE OF CONTENTS ---------------------------------------------------- vii
LIST OF FIGURES ---------------------------------------------------------- viii
LIST OF TABLES ------------------------------------------------------------ ix

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CHAPTER 1
THE PROBLEM AND ITS BACKGROUND
Introduction -----------------------------------------------------------
Setting of the Study ------------------------------------------------
Conceptual Framework -------------------------------------------
Schematic Diagram ------------------------------------------------
Statement of the Problem ----------------------------------------
Significance of the Study -----------------------------------------
Scope and Delimitation of the Study --------------------------
Definition of Terms Used -----------------------------------------
Acronyms -------------------------------------------------------------
CHAPTER 2
REVIEW OF RELATED LITERATURE AND STUDIES
LITERATURES
Foreign Literatures-----------------------------------------------

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Local Literatures---------------------------------------------------
STUDIES
Foreign Studies-----------------------------------------------------
Local Studies--------------------------------------------------------
CHAPTER 3
METHODOLOGY AND RESEARCH DESIGN
Research Method ---------------------------------------------------
Population and Sampling Scheme -----------------------------
Research Instrumentation -----------------------------------------
Validation of Instrument -------------------------------------------
Data Gathering Procedures --------------------------------------
Statistical Treatment of Data -------------------------------------
BIBLIOGRAPHY
a. Books -------------------------------------------------------------------
b. Unpublished Materials ----------------------------------------------

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c. Publications / Magazines -------------------------------------------
d. Internet / Websites ---------------------------------------------------
APPENDICES
d. Survey Questionnaire ----------------------------------------------
LIST OF TABLES
Table 1.1. Schematic Diagram-----------------------------------------------------
Table 3.1. Five Point Likert Scale and Interval for the Effectiveness
Of ROCA Agency Personnel in Assisting International Rice Research
Institute (IRRI): Basis For Public Safety ---
LIST OF FIGURES
Figure 1.1. The IRRI Compound ------------------------------------------------
Figure 1.2. The location of the IRRI Compound using Google Maps --
Figure 2.1. Places where private security outnumbers the police -------
CHAPTER 1
THE PROBLEM AND ITS BACKGROUND
Introduction
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IRRI AND RICE
Rice is the principal food for half of mankind, and the people of Asia
produce and eat 90% of all rice grown. In much of Southeast Asia, that grain
provides people with 70-80% of their calories and 40-70% of their protein. To
countless numbers of Asians, then, rice is life.
From the 1930s through the 1950s, rice yields in the less developed
countries of Asia stagnated at pitifully low levels. For example, the average
yield (as reported by FAO) for the 6 countries of Burma, India, Indonesia,
Pakistan, the Philippines, and Thailand during the 1930s was 1,360 kilograms
per hectare, and 20 years later, it was essentially unchanged (1,400 kg/ha).
(Anderson, 1991)
The rice sector is regulated by the National Food Authority (NFA), with
imports under a statutory monopoly. Consistent with previous studies done on
the rice supply chain, a rapid appraisal finds that the domestic paddy and rice
supply chain is highly competitive. Entry into import business, however, is
severely restricted. Welfare analysis indicates that, in 2013, if quantitative
restrictions were eliminated and rice imports were allowed to freely enter the
country, rice imports would have increased tenfold, bringing down the retail
price of rice to 19.80 from 33.08 Php per kilogram. Consumer surplus would
have increased by Php 178 billion, compared to a 34-billion-peso reduction in
producer surplus, for a net social benefit of Php 138 billion. A paper by
Briones et al (2015) recommends liberalized importation policy with moderate
tariffs.
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The International Rice Research Institute (IRRI) is the world’s premier
research organization dedicated to reducing poverty and hunger through rice
science; improving the health and welfare of rice farmers and consumers; and
protecting the rice-growing environment for future generations. IRRI is an
independent, nonprofit, research and educational institute, founded in 1960 by
the Ford and Rockefeller foundations with support from the Philippine
government. The institute, headquartered in Los Baños, Philippines, has
offices in 17 rice-growing countries in Asia and Africa, and more than 1,000
staff.
The advocacy for rice research found serious and solid support from
non-government organizations like the Rockefeller and Ford foundations. This
came as the importance of rice as staple food of most of humanity became
clear. Such was the precursor to the rising of a research and education
complex in Los Baños, Laguna where the strongest academic institution on
agriculture in Asia, the University of the Philippines College of Agriculture
(UPCA), is located.
IRRI and UPCA combined to create a strong capacity building vehicle
for local and foreign scholars and scientists. Before the establishment of
Philrice in 1985, IRRI had granted 194 research scholarships to Filipino
researchers for their MS and PhD degrees. IRRI also appointed post-masteral
and postdoctoral fellows and offered long and short-term training courses in
research.
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IRRI has strong relations with its community in Los Baños. IRRI’s
community projects in Bay and Los Baños have benefited scores of poor
families and dependents through computer donations to public schools,
training on emergency response to natural disasters, information seminars
and awareness campaigns to improve the quality of life of community
residents, and various livelihood projects. IRRI also spends half of its budget
in the Philippines, which helps the local economy. IRRI employs about 1,200
Filipino employees, as well as more than a thousand contract farm workers.
(IRRI website)
Since the establishment of the International Rice Research Institute
(IRRI) in 1960, IRRI’s breeding effort in varietal improvement for irrigated
lowland has passed four decades. Breeding of semi-dwarf rice varieties such
as IR8 at IRRI during the first decade from 1960 to 1969 resulted in quantum
leaps in yield potential, which marked the green revolution in Asia. During the
second decade from 1970 to 1979, the primary emphasis of rice improvement
has been directed towards incorporation of multiple disease and insect
resistance and shortening of growth duration. Grain quality was the main
target of crop improvement at IRRI during the third decade from 1980 to 1989.
The fourth decade from 1990 to 1999 and beyond was focused again on the
improvement of yield potential by developing hybrid rice and new plant types.
Up to 1999, 46 indica inbred varieties and 2 indica/indica hybrid rice varieties
were developed by IRRI and released in the Philippines for the irrigated
lowland rice systems. Large-scale adoption of these improved varieties under

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modern crop management practices has resulted in a dramatic increase in
rice production in major rice-growing countries. The hybrid varieties between
indicas increased yield potential by 9% under the tropical conditions. New
plant type (NPT) breeding has not yet resulted in an increase in yield
potential. The second-generation NPT developed by crossing tropical
japonica with indica has demonstrated some promising results in terms of
improvements in yield potential, disease and insect resistance, and grain
quality. (Peng and Khush, 2003)
To meet rising demand for rice, it is estimated that the global rice
production needs to increase by 116 million tons by 2035. Much of the
increase has to come from smallholder rice farmers in developing countries.
In this article, we review 25 evaluation studies on new rice technologies and
practices that have been tried and used by smallholder rice farmers in
developing countries. Stress-tolerant rice varieties are found among promising
new rice varieties. African farmers benefit from New Rice for Africa (NERICA)
varieties. Some natural resource management (NRM) practices have been
evaluated in farmer trials and found beneficial. However, the NRM evaluation
studies faced with difficulties in defining NRM “technology” and “adoption”,
and the difficulties remain as future challenges for evaluation studies
(Yamano et al, 2016)
Increasing yield potential and yield stability, closing yield and efficiency
gaps, reducing postharvest losses, and adding more value to cropping or

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farming systems constitute clear opportunities to enhance rice production,
increase farmers’ income, and do good for the environment. Increased
investments are needed to realize some “quick wins,” but also address the
“best-bet” technologies needed 10 or 20 years from today. Nearly all rice
farmers worldwide depend on rice varieties that have been improved by
scientific breeding since the Green Revolution. Rice breeding is a slow
process, but new technologies have cut the time needed to test and validate
new varieties by about 30%, and this trend is likely to continue to reduce the
time from trait identification to varietal transfer. Scientific advances in
genomics and marker-assisted breeding mean that genebank materials can
be explored on a large scale to identify and embed the genes responsible for
ever more complicated target traits. Transgenic technologies offer the
potential to engineer new plants that were previously unthinkable, such as rice
using a new photosynthetic pathway. Meanwhile, improvements in sensors,
processing, communications, and possibly nanotechnology offer the potential
to revolutionize how field experiments are conducted, and may also enable a
precision agriculture revolution in input-use efficiencies. New information and
communication technologies have made the time ripe for maximum
exploitation of the economies of scale possible in rice research. (Pandey et al,
2010)
SECURITY
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In today’s time, the security business is tremendous. Different
businesses are rising and so is the need for security services. Businesses
face numerous threats and hazards annually, which is why having security
guards is already needed for most companies and small businesses. Whether
working in a residential property, private industry or government institution,
security guards have similar responsibilities. The primary responsibilities of
the security guard are to protect assets by monitoring, reporting, and
defending against any breach of security. There are over a million guards
employed today across every single country to protect not only the property
but also the people in it.
The security guard sector is an important element of the economy, and
it has experienced tremendous growth in recent years. Despite its enormous
scale, many individuals still believe that the services it offers are all the same.
However, this misconception can be disproved. There are many different
security guard services to choose from, and each one is better suited for
specific needs.
There are various types of security guards, and it is critical to have the
appropriate security staff assigned to the appropriate security assignment.
Here are some of the numerous sorts of security guards and the services they
provide.
Types of Security Guards

1. Government Contract Security Guards
Security guards that are hired by the government are often highly
trained and armed. These security guards will be deployed to protect, secure,
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and defend government employees and property. These types of security
guards can work in a variety of settings. Their primary responsibility is to
secure a specific site or facility, such as courthouses or military command
centers. If a high-risk situation arises, they may be called upon to defend
personnel and property.
In addition to the standard abilities necessary in the sector,
Government Security Guards must have a “clean” criminal record before
being hired. Those with criminal records are frequently ruled out as
prospective candidates.
2. In-House Security Guards

In house security guards are personally hired by companies to work for
them. They are not contracted through a private security agency. These
security guards are paid by and report to the companies that hire them and
operate under that company’s expectations. Even though many countries
prohibit internal security recruitment, certain firms continue to hire and are
permitted to hire in-house security officers. These types of security guards
have a wide range of opportunities for employment including armored guards,
bank, hospital and medical facility, cruise ship, information security industries,
hotel and resort, nightclub bouncers, and museums.
3. Contract Security Guards

This is the most common category of security guards. Private contract
security guards are hired by private security agencies. Clients hire a security
agency, which provides security guards that best fits the client’s needs.
Private Security Guard Options

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When a company hires the services of a private security firm, they
have various alternatives. Most security firms will offer some or all the
following security guard services, like unarmed security, armed security,
bodyguards, video surveillance operators, patrol guards, and event security
guards.
1. Unarmed Security
Security guards who don’t carry guns or any other weapons are called
unarmed security guards. They are physically present on a property or
business. They patrol every location, monitor the security systems, and
respond to threats very quickly and efficiently. Not having guns doesn’t make
the guards less valuable, their presence alone is enough to deter criminals or
trespassers. Unarmed security guard’s tasks involve surveillance, patrolling,
access control, policy enforcement, crowd control, searching and general
crime deterrent. More than 80% of the world’s security personnel conduct
unarmed security tasks.
2. Armed Security
Armed security service is needed for locations that need a tougher
security service. Armed security guards are popularly used in high-threat
environments where an individual’s life is in danger or if the business or
property is located in a high crime area. They carry lethal weapons and
probably small firearms on the job site. They have to undergo additional
training and state-mandated firearms certification to receive an armed guard
license to legally carry a firearm. Armed security guards are often ex-military
or law enforcement officers because they know about operating the firearm.
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Typically, armed security guards are hired by companies that deal with
valuable products or services.
3. Bodyguards
These are the personal security officers who are assigned to protect a
person. They are used for securing the lives of HNIs, dignitaries, celebrities,
and other VIPs such as politicians. These guards are generally well-armed
and highly trained. They are also referred to as personal protection agents.
4. Video Surveillance Operator

Private security firms train their employees in video surveillance tactics
and equipment before sending them to the client’s location. The operator may
collaborate with other security guards to evaluate camera footage, conduct
surveillance, and monitor the situation. Many businesses install surveillance
cameras around the outside and within the facility to keep an eye on illegal
activity. The CCTV operation, which mostly requires monitoring activities,
operates in a low-risk environment, but it must notice a major incident that
influences the organization’s operations.
5. Patrol Guards
Mobile patrol security guards patrol the office and home premises on a
dedicated vehicle day and night to check any suspicious activity or threat.
Mobile patrols are not a constant presence. They patrol at scheduled times
and emergency calls. Shergroup’s patrol guards are governed by a security
tagging system to log times and dates of when the patrolling guards have
monitored particular areas of the grounds. Permanent security patrol
guard/unit can be ordered to patrol property at all hours of the day and night,
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or mobile patrol units can be hired to visit a selected location at predetermined
intervals on predetermined days.
6. Event Security Guards

Event Security Guards are undoubtedly the most well-known in the
profession due to their high visibility. They’re mostly in charge of crowd control
and maintaining order at events such as concerts, sporting events, and
professional conferences.
Event Security Guard’s responsibilities also include ensuring that
attendees are only in areas where they are permitted and are not bringing
forbidden things into the venue. They may be summoned to prevent or break
up physical fights, particularly during occasions with a lot of alcohol or where
emotions are running high. (Shergroup, 2021)
A particular section of the Implementing Rules and Regulations of RA
5487 details the training prescribed by the PNP, and used by TESDA. In
particular, it is listed as Rule XI.
RULE XI, PRIVATE SECURITY TRAINING, PART 1
General Provisions
SECTION 1. Policy. The following provisions encompass all persons,
natural or juridical, who conduct and/or provide private security training and/or
training services.
SECTION 2. Private Security Training. It shall refer to training and
academic programs and courses duly approved or prescribed by the
Philippine National Police and adopted by the Technical Education and Skills
Development Authority. It includes the pre-licensing requirements of individual

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security guards and other security personnel approved by RA 5487, the
periodic and non-periodic inservice skill refreshers for such security
personnel, and other specialized, individual or group, private security
personnel skills development.
SECTION 3. Private Security Training Services. These shall refer to
the conduct of Private Security Training, provision of the physical facilities and
installation necessary in the conduct thereof, and the provision of the
appropriate management, administrative, and instructor/training staffs
therefore, the actual performance and/or exercise of which requires the
appropriate permit and/or authority as herein provided.
SECTION 4. Private Security Training Institutions. These shall refer to
all persons, natural and/or juridical, who/that provide and/or conduct private
security training, and/or services.
SECTION 5. Categories of Private Security Training. The following are
the general categories of Private Security Training:
a. Pre-Licensing Training Programs. As a matter of licensing
prerequisite, Pre-Licensing Training Programs include all training
and/or academic programs and courses whose objective is to
indoctrinate the individual with the basic skills and educational
backgrounds necessary in the effective exercise and performance of
his/her elected/would-be security/detective profession. It includes but is
not limited to the Basic Security Guard Course, the Security Officers
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Training Course, Private Security Agency Operators Training/Seminar,
Private Security Training Trainors’ Course.
b. Refresher Training Programs. This shall refer to periodic and
non-periodic training programs and courses designed with the objective
of reinvigorating and/or developing basic skills and knowledge gained
previously or gained while in the exercise of his/her profession as a
matter of experience, to enhance current in-service and future
individual and/or collective exercise of profession. This includes
mandated periodic in-service training to be initiated by employer
security agencies which is further a prerequisite for the renewal of
individual professional security licenses. It includes but is not limited to
the periodic Re-Training Course, Basic Security Supervisory Course,
and Security Supervisor Development Course.
c. Specialized Training Programs. This shall refer to training
program and courses other than those described in the preceding
categories designed at developing previously-gained skills and
knowledge, designed at augmenting or expanding current skills and
knowledge, and/or designed at developing current skills and knowledge
to suit identified future applications. It includes but is not limited to such
courses as the Intelligence/Investigator Training Course, Basic Crisis
Management Course, Personal/VIP Security Training Course,
Armoured Car Crew Training Course, Bomb Disposal Training Course,

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Bank Security Training Course, and Basic Aviation Security Specialist
Course.
SECTION 6. Categories of Private Security Training Institutions.
a) Private Security Training Systems.
Government or duly registered private training establishments,
associations, firms, partnerships, corporations and the like, which
provide the physical facilities and installations, and the appropriate
management, administrative, and instruction/training staff necessary
and for the purpose of conducting Private Security Training:
1) Private Security Training Centers – Private Security
Training Systems whose primary purpose is to provide private
security training and training services, may be qualified to offer
and conduct Private Security Training Programs in all categories
provided that, it has secured Regular Accreditation from the
SAGSD upon compliance and conformity with the latter’s
application and approval requirements, and prior TESDA
registration/accreditation.
2) Other Juridical Entities - Private Security Training
Systems whose primary purpose is not to provide private
security training and training services, may be qualified, on
interim basis, to offer and conduct Private Security Training for a
specific course/class and duration under Refresher and

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Specialized programs only, provided that, it has secured prior
Interim Accreditation from the SAGSD upon compliance and
conformity the latter’s application and approval requirements.
Such Interim Accreditation is also issued to those with Regular
Accreditation but which cannot comply with the renewal
requirements.
3) Watchman/Security and/or Detective Agencies defined
under RA 5487 as amended, which shall not be required prior
accreditation to operate, by virtue of their License to Operate as
Private Security Agency, Company Security Force or
Government Security Force, may be authorized to conduct only
in-house refresher or specialized training for its own security
personnel, upon compliance and conformity with application and
approval requirements of SAGSD.
4) Police Offices/Units assigned/designated to conduct
Private Security Training, which shall not be required TESDA
registration but shall require prior official authority of SAGSD,
may conduct training in all categories but subject to
requirements of Rule XI of these rules and regulations or as may
be prescribed by SAGSD.
5) Police Supervisory Office (presently the SAGSD) as
having the primary responsibility of the conduct, supervision,
and control of all private security training and training services.

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b) Training Instructor.
Any person who renders personal and/or professional trainor,
instructor, and/or teacher services relative to private security training by
virtue of his profession, expertise, knowledge, and/or experience in a
particular field of knowledge. Training Instructor includes but is not
limited to currently or retired licensed or accredited private security
training instructors, professional educators, and/or field/practicing
experts.
SECTION 7. Validity and Duration of Accreditation.
a. Accreditation/recognition certificates issued except those
under interim status, shall be valid for not more than two (2) years
unless sooner terminated, canceled, or revoked.
b. Letter Authority (LA) shall be a one-time-use authority issued
to security training systems, to conduct, open, offer one (1)
course/class, shall be valid for not more than six (6) months.
c. Interim accreditation shall be valid for nor more than six (6)
months, unless sooner terminated, canceled or revoked, and may be
renewed only thrice.
SECTION 8. Organization for Private Security Training.
The following are the minimum staff/personnel requirements for
the conduct of a particular Private Security Training Program or Course

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conducted by Regular and Interim Accredited Training Centers:
Administration Staff:
a. Center or School Superintendent/Director/Administrator.
b. Course/Training Director. Training Staff:
a. Training Officer, Regular/Special Accreditation
b. Training Instructors, Regular/Special Accreditation
c. Guest Instructors. Persons other than accredited
private security training instructors, who render personal or
professional instructor, trainor, or teacher services in a particular
field of knowledge, subject, or training in a private security
training program/course as a resource because of his
profession, expertise, education, and/or experience.
SECTION 9. Limitations and Prohibitions.
a. No private security training course or class shall be conducted
without the appropriate Letter Authority (LA) to conduct training issued
by SAGSD;
b. The maximum number of students, trainees or participants for
every class shall not exceed sixty (60);
c. All training courses/classes shall be conducted only in the
place/venue approved;
d. Person(s)/applicant(s) likewise suffering from disqualifications
enumerated in Section 4 of Rule I of these rule and regulation above,

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shall not be allowed to participate in any private security training
course/class;
e. Corollary to Section 9 (d) above, training institutions shall not
accept for enrollment disqualified applicants for training, and
consequently shall be responsible for confirming the qualifications of all
training applicants;
f. Responsibility for Training and Progressive Development of
Personnel - It is the primary responsibility of all operators of private
security agencies and company security forces to maintain and
upgrade the standards of efficiency, discipline, performance and
competence of their personnel. To attain this end, each duly licensed
private security agency and company security force shall establish a
staff position for training and appoint a training officer whose primary
functions are to determine the training needs of the agency/guards in
relation to the needs of the client/market/industry, and to supervise and
conduct appropriate training requirements. All private security
personnel shall be re-trained at least once every two years.
g. PSAs without a Training Officer - In the event that a private
security agency and company security force shall fail to hire a Training
Officer, the Security Director assumes responsibility/accountability for
the training needs of the Agency. In order that the training shall be
conducted in accordance with the provisions of the IRR, subject
security agency shall undertake a Memorandum of Agreement with an

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accredited training school to undertake the functions of the training
officer as provided herein, shall be executed. Provided that the
aforesaid agreement may be canceled or suspended the moment the
private security agency/company security force shall be able to hire a
competent training officer.
h. Accredited active members of the PNP/AFP or other
government agencies shall exercise Private Security Training
profession only to the extent as officially allowed by their respective
offices, after office hours or as authorized by law.
PART 2
Conduct of Private Security Training
SECTION 10. Preparations before the Conduct of Training
a. A request for Letter Authority to Conduct Training shall be
submitted to Chief, SAGSD with the following attachments:
1. A photocopy of TESDA Recognition Certificate
2. Appointment of accredited Training Director
3. Photocopies of SAGSD accreditation of the teaching
staff
4. Training Schedule
5. SSS Employment History Certificate of
trainees/participants
6. Clearances (NP, Drug Test, PNP DI, Court & NBI)

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7. Subsequently on the second request for LA, the SBR
(Training Fee) of the previously conducted course/class shall be
attached.
b. All Region based applicants requests shall be endorsed by
respective PNP Police Regional Office.
SECTION 11. Conduct of Training
a. The School Director/Guest shall formally open each class.
b. One (1) day after its opening, a report containing the following
data (name of student, age, sex, height, status, educational attainment,
agency, address and remarks) shall be submitted to Chief, SAGSD
c. Participants shall be graded thru written, oral and practical
examinations.
d. Participants who accumulate absences exceeding twenty
(20%) percent of the total number of training shall be dropped.
e. School/Center policies shall be enforced at all times.
f. The School, Center or, PSA shall also ensure the
maintenance of orderliness, presentability, discipline and security of its
training facilities and all persons therein.
g. A General Knowledge Examination (GKE) shall be
administered by SAGSD (Private Security Training Management
Branch) one (1) day before the closing of each class provided a
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photocopy of the proof of payment (SBR) for the ongoing class is
submitted.
h. Any student who fails the GKE may be given three (3)
chances to retake, after which if he fails, he shall repeat the course.
SECTION 12. General Knowledge Examination
a. A General Knowledge Examination (GKE) shall be
administered by the PNP and shall be given each graduate after
completion of each training course as a matter of evaluating the
graduate’s assimilation of the course in relation to his qualification for
license to exercise private security profession. The GKE shall also be
used among others, to evaluate the quality of training of or
transmission of the course by the accredited training systems.
b. For region-based Training Centers/Schools, FESAGS, ROPD
will administer the GKE and submit. After GKE Result to SAGSD five
(5) days after the closing of each class for reference and disposition.
SECTION 13. After Training.
a. Each course must be formally closed by the Training Director
or by an invited Guest.
b. A Closing report in a prescribed format, shall be submitted
five (5) days after graduation of each class to Chief, SAGSD.

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c. Upon completion of the course, the School shall furnish all
students the following documents:
1. Declaration of Graduates
2. Order of Merit
3. Certificate of Completion (Diploma)
4. GKE Certificate
5. Opening Report/Closing Report (indicating therein
name of student, age, height, weight, status, sex, educational
attainment, grade and remarks)
6. School Accreditation Number
7. Name of School, telephone number/address
8. Course title, Class Number, Letter Authority Number
and Control Number and Inclusive dates of training.
SECTION 14. Processing of Students. Accredited Training Schools,
Centers or PSAs shall have the responsibility of and be accountable for the
initial processing for the qualification and fitness of all applicants/registrants
for enrollment to the corresponding class/course being applied for with their
respective schools, centers or PSAs.
SECTION 15. Duration of Courses. Duration of courses shall conform
with the corresponding Program of Instructions (POI) for each type of
course/training/seminar, prescribed by the PNP and adopted by the TESDA.

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SECTION 16. Basic Guarding Subjects. The following shall at least be
the basic knowledge and/or subject requirements on guarding or providing
security that private security personnel trainees should be imparted with:
a. Principles, definitions, aspects and risks of guarding and
security
b. General Orders and Functions of a Guard
c. Patrolling, observation and description, recording and
reporting, investigation
d. Visitor, material and vehicle movement/access control/denial
e. Inspection and key control procedures
f. Public relations, regulation/law enforcement and arrests
g. Communications and other equipment
h. Reaction to emergencies (bomb threat, disaster, fire, injury or
sickness etc)
SECTION 17. Fees and Charges
a. Consistent with laws existing during this formulation, the Chief
of Philippine National Police or his authorized representative shall
impose the following fees and charges relative to private security
training:
1) Pre-Licensing Training Programs
Basic Scty Guard Training Course P 200.00/participant

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Security Officer Training Course P 300.00/participant
Private Scty Trng Trainor’s Course P 300.00/participant
Private Detective Training P 300.00/participant
2) Refresher Training Programs
SG In-Service Training P 100.00/participant
Other refresher/re-training courses P 50.00/participant
3) Specialized Training Courses (all) P 100.00/participant
b. The same schedule of fees will also be charged from
individual walk-in applicants who will avail of the private security
training programs.
c. Serialized certificates of completion/participation shall be
given to each participant whose issuance shall be managed by
SAGSD.
d. The following shall be collected as permit fees from among
the Private Security Training Institutions which are conducting Private
Security Training, for every Letter of Authority / Training Directive for:
Pre-licensing Training P 100.00
Refresher Training P 100.00
Any Specialized Training P 100.00
e. The following shall be collected as accreditation fees from
among the approved applicants for:
Accreditation of Training Systems P 2,500.00/yr
Accreditation of Training Personnel:

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Training Consultant P 150.00/yr
Training Officer P 150.00/yr
Training Instructor P 150.00/yr
f. The fees collected shall accrue to the PNP in accordance with
the provisions of Rule VI hereof Rules and Regulations.
PART 3
Accreditation and Processing
SECTION 18. Private Security Training Related Processing.
All processing, standards and documentary requirements relative to the
conduct of private security training shall be prescribed in a Standard
Operating Procedure (SOP) to be issued by SAGSD.
SECTION 19. Accreditation of Training Schools or Centers
a. Pre-inspection
1. A joint Inspection Team composed of two (2) Technical
Experts each from PNP SAGSD and TESDA shall be
designated as inspectors to check the following:
a. Physical appearance of the school/center
b. Training aids & materials/references/books
c. Training staffs (SAGSD accreditation)
d. Program of Instructions
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e. Training Facilities (drills & ceremonies,
Unarmed defense)
f. MOA with Firing Range Owner
2. A Letter Order duly signed by the Chief, SAGSD will be
the authority in the conduct of inspection indicating therein as
specified in the Inspection Checklist (Name of Training School,
venue, date of inspection, name of Inspectors, courses offered,
list of mandatory requirements, additional findings,
recommendations/remarks and acknowledgement receipt by the
school staff/representative).
b. Conduct of Inspection
1. The Joint Inspection Team will introduce themselves to
the School Director and/or Training Staff.
2. If defects are noted, it shall be properly indicated on
the Inspection Checklist and shall be acknowledged by the
school representative present during the inspection, after which
a re-inspection shall be recommended by the inspectors.
3. If the defects were compiled during the re-inspection, it
shall be properly documented (pictorials to be attached).
c. Post Inspection
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1. The results of inspection shall be the basis for the
granting of a Recognition Certificate issued by TESDA.
2. The Certificate of TESDA Recognition shall be
submitted with the application for Accreditation to Chief, SAGSD
with the following attachments:
(a) Corporate & Administrative Documents
(b) Board Resolution to offer the Program
(c) SEC Registration & Articles of Incorporation
(d) Proof of building ownership or Lease Contract
at least 5 yrs
(e) Fire Safety Certificate
(f) Curricular Requirements
(g) Curriculum (including job titles & competencies
developed)
(h) Course and subjects description
(i) List of Supplies, tools and equipment for the
Program
(j) List of instructional materials (books,
videotapes, internet access, unarmed defense
equipment, others)
(k) Training Schedules
(l) Faculty and Personnel (with resume/biodata)
(m) List of Officials & their Qualifications

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(n) List of Faculty for the Program & their
Qualifications
(o) Academic Rules and Student-Instructor
Conduct
(p) Schedule of Tuition & other Fees
(q) Grading System
(r) Entrance Requirements
(s) Rules on Attendance
(t) Other Support Services
(u) Health Services
(v) Career Guidance/Placement Services
(w) Community Outreach Program
d. Issuance of Accreditation.
1. The Chief, SAGSD shall have the authority to approve,
disapprove, cancel or suspend accreditations of private security
training schools/centers.
2. Approved applications for accreditations shall be
issued the corresponding Certificates of Accreditation following
a design and format prescribed in a circular by Chief, SAGSD.
SECTION 20. Accreditation of Training Personnel
a. Qualifications of the Teaching Staff:

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1. Training Director
(a) Holder of Masteral Degree, Board /Bar Passers
(b) Must have at least five (5) years experience in
the operation and management of a security business
(c) Must have no criminal record
(d) Must be physically and mentally fit
2. Training Officer
(a) Baccalaureate Degree holder (4 years)
(b) Must have taken/passed the Private Security
Trainor’s Course
(c) Must have served at least five (5) years in the
security industry
(d) Must have no criminal record
(e) Must be physically and mentally fit
3. Training Instructor
(a) A graduate of a Baccalaureate Degree Course
(preferably BSEEd)
(b) Must have taken the Private Security Trainor’s
Course sponsored by CSG/SAGSD/PARSTS
(c) Must have served the security industry for at
least three (3) years
(d) Must be physically and mentally fit

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(e) Must have no criminal record
b. Requirements for Accreditation of the Teaching Staff. The
following shall be the supporting documents accompanying the
application for accreditation:
1. Training Director
(a) Basic letter request addressed to Chief,
SAGSD (Attn: C, PSTM Branch)
(b) Transcript of Records
(c) College Diploma and/or Post Grad Studies)
(d) Certification from Private Security Training
School/Agency that he has five (5) years experience in
the security industry
(e) Documentary Clearances (NP & Drug Test,
Barangay, Mayor, Court, PNP DI & NBI)
(f) Latest updated Resume with 2X2 ID picture
(colored)
2. Training Officer
SAGSD (Attn: C, PSTM Branch)
(c) College Diploma

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(d) Must have actual experience in Security
Management or government service for at least five (5)
years continuous service
(e) Certificate of Security Trainor’s Course
(f) Documentary Clearances (NP, Drug Test,
Barangay, Mayor, PNP DI, Court & NBI)
(g) Latest updated Resume with 2X2 ID picture
(colored)
(h) Certification from Private Security Training
School/Center/ and/or Agency that he has five (5) years
experience in the security industry
3. Training Instructor
SAGSD (Attn: C, PSTM Branch) indicating the subject of
expertise
(c) College Diploma
(d) Certificate of Private Security Trainor’s Course
(e) Documentary Clearances (NP, Drug Test,
Barangay, Mayor, PNP DI, Court & NBI)

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(f) Certification from Private Security Training
School/Center and/or Agency that he has served five (5)
years in the security industry.
c. All applicants from the Region must be properly endorsed by
the C, ROPD.
d. Issuance of Accreditation.
a. The Chief, SAGSD shall have the authority to approve,
disapprove, cancel or suspend accreditations of private security
training personnel.
b. Approved applications for accreditations shall be
issued the corresponding Certificates of Accreditation following
a design and format prescribed in a circular by Chief, SAGSD.
PART 4
Private Security Training Board
SECTION 21. Private Security Training Board. The Chief, SAGSD
upon determination of need, may organize a Private Security Training Board
with at least one (1) representation from the PADPAO, Philippine Association
of Recognized Security Training Schools (PARSTS) and TESDA for the
following purposes relative to private security training:
a. Conduct of random training visitation

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b. Prescribe accreditation processing procedures, standards and
requirements
c. Prescribe course POIs and subjects
d. Prescribe training procedures, guides and regulations
e. Prescribe exemptions and waivers
f. Prescribe course equivalents
g. Others as may be directed by Chief, SAGSD
There is also another rule, this time from the Department of Labor and
Employment (DOLE). It is called DO. 150-16, which covers the working
conditions of security personnel. It was signed on February 9, 2016.
Section 1. Coverage.
These Revised Guidelines or Guidelines shall apply to all private
security, detective, investigative agencies or operators, their principals or
clients, and all companies employing security guards and other private
security personnel.
Section 2. Definition of Terms. - As used herein, the following terms shall
mean:
a. "Bond" refers to the bond under Article 108 of the Labor Code, as
amended, that the principal may require from the contractor to be posted
equal to the cost of labor under contract.
b. "Duty Detail Order" refers to a written order/schedule/assignment
issued to a security guard and other private security personnel by a superior

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officer, usually the private security agency or branch manager or operation's
officer, for the performance of security and/or detective service duty/ies.
c. "Net Financial Contracting Capacity (NFCC)" refers to the formula to
determine the financial capacity of the contractor to carry out the job, work, or
services sought to be undertaken under a Service Agreement. NFCC is
current assets minus current liabilities multiplied by K, which stands for
contract duration equivalent to: ten (10) for one year or less; fifteen (15) for
more than one (1) year up to two (2) years; and twenty (20) for more than two
(2) years, minus the value of all outstanding or ongoing projects including
contracts to be started.
d. "Philippine National Police (PNP), Civil Security Group (CSG) -
Supervisory Office for Security Investigation Agencies (SOSIA) and Firearms
and Explosives Division (FED)" refers to the agencies charged with the
implementation of Republic Act No. 5487.
e. "Principal" refers to any individual, company, cooperative, or
establishment, including government agencies and government-owned and
controlled-corporations, who or which puts out or farms out a security
and/or detective job, service, or work to a private Security Service
Contractor.
f. "Private Security Personnel" refers to natural persons, including
private detectives, security consultants and security officers, employed by
private security agency or firm, to render security and/or detective services.

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g. "Right to Control" refers to the right reserved to the Security Service
Contractor to determine not only the end to be achieved as required by the
principal, but also the manner and means to be used in reaching that end
within the limits of the law.
h. "Security Guard" refers to any person who offers or renders personal
service to watch or secure a residence, business establishment, building,
compound, any other area or property; or inspects, monitors, or performs
body checks or searches of individuals or baggage and other forms of security
inspection.
i. "Security Service Contractor (SSC)" is synonymous with Private
Security Agency (PSA) which refers to any person, association, partnership,
firm, or private corporation engaged in contracting, recruitment, training,
furnishing, or posting of security guard and other private security personnel to
individuals, corporations, offices and organizations, whether private or public,
for their security needs as the Philippine National Police (PNP) may approve.
j. "Service Agreement" refers to the contract between the principal and
the SSC/PSA containing the terms and conditions governing the performance
or completion of security service, job, or work being farmed out for a definite
or predetermined period.
k. "Solidary Liability" refers to the liability of the principal, in the same
manner and extent that he/she is liable to his/her direct employees, to the
extent of the work performed under the contract when the SSC/PSA fails to
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pay the wages of his/her employees, as provided for in Article 106 of the
Labor Code, as amended.
I. "Total Contract Cost" refers to the payment of wage and wage-
related benefits including social welfare benefits of security guards and other
private security personnel in conformity with the Standard Computation of the
Department of Labor and Employment using the form prescribed in this
Guidelines.
m. "Trilateral Relationship" refers to the relationship in contracting or
subcontracting arrangement where there is a contract for a specific security
job, work, or service between the principal and the SSC/PSA, and a contract
of employment between the latter and its security guards. There are three (3)
parties involved in these arrangements: the principal who decides to farm out
a security job, work, or service to a security service contractor; the SSC/PSA
who has the capacity to independently
security guards and other private security personnel engaged by the
SSC/PSA to accomplish the security job, work, or service.
Section 3. Employment Status.
3.1. Employer-Employee Relationship. - The SSC/PSA is the employer
of its security guards and other private security personnel on duty detail to a
principal or client under a Service Agreement.
3.2. Probationary Employment. - The probationary period of newly-
hired security guards and other private security personnel in the private
security industry shall not exceed six (6) months. While engaged on
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probationary basis, their services may be terminated for failure to meet
reasonable standards or criteria made known by the SSC/PSA to the security
guards and other private security personnel at the time of their engagement or
for any just cause contained in the probationary contract.
3.3. Regular Employment. Any security guard or other private security
personnel who is allowed to work after the probationary period or in the
absence of a valid probationary contract shall be considered a regular
employee. Security guards and other private security personnel affected by
repeated hiring-firing-rehiring scheme for short periods of time, the aggregate
duration of which is at least six (6) months, shall be considered regular
employees.
Section 4. Service Agreements. - The SSC/PSA and/or the principal
shall produce or submit the original copy of the Service Agreement when
directed to do so by the Regional Director or his/her duly authorized
representative. The Service Agreement must conform to the DOLE Standard
Computation and Standard Service Agreement, as provided for under these
Guidelines. The Service Agreement shall stipulate, among others:
a. The specific description of the kind or nature of security job, work, or
service being subcontracted;
b. The place of work and terms and conditions governing the
contracting arrangement which shall include the agreed amount of the
security services to be rendered and the standard administrative fee of not
less than twenty percent (20%) of the total contract cost;

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The basic equipment to be provided by the SSC/PSA which shall be as
follows:
For every two (2) security guards and other private security personnel,
one (1) handgun as prescribed by R.A. 5487; but in no case shall a security
guard be posted without a firearm, unless required otherwise by the client;
and
2. One (1) handheld radio; provided that, if the principal requires more
than these basic equipment, it shall be shouldered by the principal.
d. An "automatic crediting provision" which shall immediately give
effect to the common provision in wage orders that prescribed increases in
wage rates and other wage-related benefits of security guards and other
private security personnel shall be borne by the principals or clients of the
SSC/PSAS and the Service Agreements shall be deemed amended
accordingly;
e. Provisions which shall ensure that the principal and the SSC/PSA
shall uphold the rights and provide all the benefits of security guards and
other private security personnel under the Labor Code, as amended, and
other existing laws, and that violation of which will render the service
contractor ineligible to participate in any bidding and the principal ineligible to
engage the services of such SSC/PSA;
A provision on the NFCC of the SSC/PSA, which must be equal to the
total contract cost per month, provided that posting of the corresponding bond
shall be required only when the NFCC is less than the total contract cost;
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g. An undertaking that the SSC/PSA shall directly remit monthly the
employers' share and employees' contribution to the Social Security System
(SSS), Employees' Compensation Commission (ECC), Philippine Health
Insurance Corporation (PhilHealth), and Home Development Mutual Fund
(Pag-IBIG); and
h. An undertaking that the expenses for any training required by the
principal or other government instrumentalities, in addition to those required
by the PNP, shall be shouldered by the principal.
Section 5. Employment Contracts.
5.1. Status of Employment. - Notwithstanding any oral or written
stipulations
To the contrary, the contract between the SSC/PSA and its security
guards and other private security personnel shall be governed by the
provisions of Articles 294 (formerly 279) and 295 (formerly 280) of the Labor
Code, as renumbered. The SSC/PSA shall provide his/her security guards
and other private security personnel a copy of the employment contract duly
signed by the parties, which shall contain the terms and conditions of
employment, such as those provided under Section 7 hereof.
5.2. Contents of Duty Detail Order. For every assignment of security
guards and other private security personnel to a principal, the Duty Detail
Order shall contain the following, among others:
Name, address, and telephone number of agency;
b. Issue serial number and date of the Duty Detail Order;

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Complete name and designation of grantee;
d. Purpose;
e. Inclusive dates of detail;
Firearms description and license number; g. Authorized uniform to be
used;
h. Other specific instructions or remarks; and
i. Signature and designation of issuing officer.
Section 6. Rights of Security Guards and Other Private Security
Personnel. - All security guards and other private security personnel, whether
deployed or assigned as reliever, seasonal, week-ender, or temporary, shall
be entitled to all the rights and privileges as provided for in the Labor Code, as
amended, which shall include the following:
Safe and healthful working conditions;
b. Labor standards such as but not limited to service incentive leave,
premium pay, overtime pay, holiday pay, night shift differential, 13th month
pay, and separation pay as may be provided in the Service Agreement or
under the Labor Code, as amended;
c. Retirement benefits under Republic Act No. 7641, Republic Act No.
1161, as amended by Republic Act No. 8282, and retirement plans of the
security service contractor, if any;
d. Social security and welfare benefits;
e. Right to self-organization and collective bargaining, subject to the
provisions of existing laws; and

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f. Security of tenure.
Section 7. Terms and Conditions of Employment. -
7.1. Requirements for Pre-employment and Continued Employment. -
The security guards and other private security personnel in the employ of any
SSC/PSA or firm should be duly licensed and must have passed the physical
and neuro-psychiatric examination and drug test required by the PNP for pre-
employment and for continued employment. Expenses for these examinations
and test shall be shouldered by the security guards.
Any additional test may be required at the expense of the requesting
party.
7.2. Obligations of Government Agencies. Government agencies or
instrumentalities engaging security services from SSC/PSA shall comply with
all labor standards and shall require the submission, among other
requirements and as part of the bid, an undertaking from the SSC/PSA to pay
their security guards and other private security personnel the prescribed
benefits.
7.3. Entitlement to Minimum Wage. Unless a higher minimum wage is
agreed upon by the parties, the security guards and other private security
personnel shall be entitled to receive a salary of not less than the minimum
wage rate prescribed for non-agricultural sector or industry in the region
where he/she is assigned, regardless of the nature of business of the
principal.
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7.4. Transfer of Assignment. In case of transfer, the wage rate most
favorable to the security guards and other private security personnel shall
apply.
Thus, transfer of security guards and other private security personnel
to areas outside the region of the domicile or head office of the SSC/PSA
shall not result in reduction of the wage rate being enjoyed by the security
guards and other private security personnel prior to such transfer. Transfer to
an area or region with higher wage rate shall render the higher rate the
applicable wage rate for the transferred security guards and other private
security personnel.
7.5. Statutory Benefits. Security guards and other private security
personnel are entitled to not less than the following benefits depending on the
working hours, work shift and workdays and other analogous conditions,
which benefits should be included in the cost distribution in the Service
Agreement:
a. Basic salary for all actual work days and for the twelve (12)
regular holidays (as holiday pay) which must not be lower than the
minimum wage rates described in Subsection 7.3, to be computed by
using the factors recommended herein. Whenever work is rendered on
a regular holiday, an additional pay of one hundred percent (100%) of
the minimum wage rate should be paid;
b. Allowance in addition to the basic salary, if prescribed by the
applicable Regional Wage Order;

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c. Premium pay of thirty percent (30%) of the daily rate for work
on special days or on rest days, which is increased to fifty percent
(50%) whenever work is performed coinciding the rest days and special
days;
d. Overtime pay for work rendered in excess of eight (8) hours a
day, equivalent to at least twenty-five percent (25%) of the regular
hourly rate on ordinary days and thirty percent (30%) of the hourly rate
on regular holidays, special days and rest days;
e. Night shift differential equivalent to ten percent (10%) of the
regular hourly rate for work rendered between 10:00 p.m. and 6:00
a.m. of the following day;
f. Five (5) days service incentive leave for every year of service
which benefits can be availed of during days of absence and, if not
used, are convertible into its cash equivalent. A proportionate leave
benefit per month may be derived by dividing five (5) days by twelve
(12) months multiplied by the current daily rate;
g. Maternity leave as provided for under Republic Act No. 1161,
as amended by Republic Act No. 8282, otherwise known as the "Social
Security Law," for female security guards and other private security
personnel who are unable to work due to childbirth or miscarriage, up
to the first four (4) deliveries or miscarriages;
h. Paternity leave of seven (7) days with full pay for male
security guards and other private security personnel under Republic

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Act No. 8187, otherwise known as the "Paternity Leave Act of 1996,"
which shall be granted after the delivery, without prejudice to an
employer's policy of allowing the employee to avail of the benefit before
or during the delivery. The paternity leave with pay is granted for the
first four deliveries, including miscarriages, of the male employee's
lawful wife with whom he is cohabiting;
i. Parental leave of seven (7) days every year for solo parents
security guards and other private security personnel who are left alone
with the responsibility of parenthood as defined under Republic Act No.
8972, otherwise known as the "Solo Parents' Welfare Act of 2000";
j. Leave for Victims of Violence Against Women and their
Children of ten (10) days for qualified victim-female security guards and
other private security personnel under Republic Act No. 9262,
otherwise known as "Anti-Violence Against Women and Their Children
Act of 2004";
k. Special Leave for Women of not more than two (2) months
with full pay based on her gross monthly compensation following
surgery caused by gynecological disorders, under Republic Act No.
9710, otherwise known as "The Magna Carta of Women";
I. 13th month pay which is one-twelfth (1/12) of the total basic
salary earned within a calendar year;
m. Separation Pay if the termination of employment is for
authorized cause as provided by law and as enumerated below:

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1. One-half (1/2)-month pay per year of service, but
guaranteed to one (1) month pay if separation is due to:
i. Retrenchment or reduction of personnel effected
by management to prevent serious losses;
ii. Closure or cessation of operation of an
establishment not due to serious losses or financial
reverses;
iii. Illness or disease not curable within a period of
six (6) months and continued employment is prohibited by
law or prejudicial to the employee's health or that of
his/her co-employees; or
iv. Lack of service assignment for a continuous
period of six (6) months.
2. One (1) month pay per year of service if separation is
due to:
i. Installation of labor-saving device, such as
replacement of employees by equipment/machinery;
ii. Redundancy, as when the position has been
found to be a surplusage or unnecessary in the operation
of the agency;
iii. Impossible reinstatement of the employee to
his/her former position or to a substantially equivalent

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position for reasons not attributable to the fault of the
employer, as when the reinstatement ordered by a
competent authority cannot be implemented due to
closure or cessation of operations of the
establishment/security service contractor, or the position
to which the employee is to be reinstated no longer exists
and there is no substantially equivalent position to which
he/she can be assigned; or
iv. Lack of service assignment by reason of age.
n. Benefits under the Employees Compensation Program
pursuant to Presidential Decree 626;
o. PhilHealth benefits under Republic Act No. 7875, as amended
by Republic Act No. 9241;
p. Social Security benefits under Republic Act No. 1161, as
amended by
q. Republic Act No. 8282;
r. Safe and healthful working conditions as provided in the
Occupational Safety and Health Standards;
Retirement pay granted under Republic Act No. 7641 to any security
guard and other private security personnel which shall be billable monthly to
the principal or client of the SSC/PSA.

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The fund shall be administered and maintained by a trust company
bank, investment house, pre-need company, or corporation duly authorized to
perform trust function exclusively for collective investment or re-investment of
certain money received in its capacity as trustee, or similar arrangement as
may be agreed upon in accordance with law.
The SSC/PSA may establish a retirement plan for the payment of the
retirement benefits of its security guards or other private security personnel.
From this a Retirement Trust Fund (RTF) shall be created out of contributions
from the principal. The trust fund agreement shall be executed by and
between the SSC/PSA as trustor and a trust entity as trustee in favor of
security guards or other private security personnel employed by the trustor.
The trust entity as trustee shall administer the retirement plan and manage
the trust fund in accordance with the retirement plan agreed upon by the
SSC/PSA and its security guards or other private security personnel.
The SSC/PSA may also register with the Securities and Exchange
Commission (SEC), a non-stock Retirement Fund Company (RFC) owned
and managed by its members who are officers, employees, security guards,
or other private security personnel. The RFC shall manage and reinvest the
retirement fund, and shall pay the retirement benefits of its members upon
his/her retirement.
As such, any payment for retirement benefits collected in advance from
the principal shall immediately be deposited by the SSC/PSA or trustor to

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the trustee or retirement fund company in favor of the security guard
and other private security personnel as benefit upon retirement; and
Other benefits granted by law, individual or collective agreement, or
company policy or practice.
7.6. Recommended Computation of the Estimated Equivalent Monthly
Rates.
Using the Applicable Daily Rate (ADR) and a factor representing the
number of paid days in a year, the following procedures are recommended to
facilitate the computation of the Estimated Equivalent Monthly Rates (EEMR).
For those who are required to work every day including Sundays or
rest days, special days, and regular holidays:
EMR = (ADR x 393.5) / 12

Where 393.5 is derived from:
298 - ordinary working days
24 12 regular holidays x 200% 67.6 52 rest days x 130%
3.9 3 special days x 130%
393.5 days considered paid in a year
For those who are considered paid on all days including unworked
Sundays or rest days, special days and regular holidays:
For those who are considered paid on all days including unworked
Sundays or rest days, special days and regular holidays:
EMR = (ADR x 365) / 12

Where 365 days derived from:
3 - special days
52 rest days
12 - regular holidays
365 days considered paid in a year
days:
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For those who do not work and are not considered paid on Sundays or
rest
EMR = (ADR x 313) / 12

Where 313 is derived from:
3 - special days (if worked) x 130%)
12 regular holidays
For those who do not work and are not considered paid on Saturdays
and Sundays or rest days:
EMR = (ADR x 261)/ 12 Where 261 is derived from:

3 - special days (if worked) x 130%)
12 - regular holidays
By using the above indicated factors, the daily wage for workdays and
twelve (12) holidays are included in the monthly rates. Thirty percent (30%)
rest day premium is integrated in factor 393.5 for all the Sundays or rest days
in a year. For factors 313 and 261, all the twelve (12) regular holidays and the
three (3) special days are included. However, factor 310 or 258 may be used
instead of factor 313 or 261, respectively, if the three (3) special days are not
considered paid.
Not included in the above formula is the additional pay due an
employee whenever work is rendered on an ordinary working day proclaimed
by the President or enacted into law as a special day (that is, other than
August 21, November 1 and December 31) and local holidays.
Section 8. Deductions from Salary. No deduction shall be made from
the salary of the security guards and other private security personnel, except
for:
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a. SSS contribution;
b. Pag-IBIG contribution;
c. PhilHealth contribution;
d. Withholding tax from income, provided a proper withholding tax
receipt is issued to the employee before the filing of income tax return every
year;
e. Union dues, if authorized in writing;
f. Agency fees which may be collected from employees who are not
members of the bargaining agent but accept benefits under the collective
bargaining agreement (CBA); and
g. Other deductions may be authorized in writing by the security guard
and other private security personnel for payment to a third person and the
employer agrees to do so, provided that the latter does not receive any
pecuniary benefit, directly or indirectly, from the transaction.
These deductions should be reflected in the payroll by the SSC/PSA.
In case an SSC/PSA requires its security guard and other private
security personnel to post a bond for use of firearms and other paraphernalia,
such may only be imposed once. The amount of the bond should not be more
than five percent (5%) of the amount of the firearm issued to the security
guard and other private security personnel. The said cash bond, less the cost
of damage or loss of firearms or paraphernalia due to the fault of the security
guard, shall be refunded to the security guards and other private security
personnel within fifteen (15) calendar days from severance of employment.

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Pursuant to Labor Advisory No. 11, Series of 2014, deductions or
requiring cash deposits from employees to answer for reimbursement of loss
or damage on tools, materials, or equipment supplied by the employer is
allowed in private security agencies as a recognized and reasonable industry
practice given the nature of the service or business. However, for deductions
of such nature to be valid, the following conditions must be observed:
a. The employee concerned is clearly shown to be responsible for the
loss or damage;
b. The employee is given reasonable opportunity to show cause why
the deduction should not be made;
c. The amount of such deduction is fair and reasonable and shall not
exceed the actual loss or damage; and
d. The deduction from the wages of the employee does not exceed
twenty percent (20%) of the employee's wages in a week.
In the event that a SSC/PSA requires a cash deposit from its
employees, the maximum amount shall not exceed the employee's one (1)
month basic salary. The said cash deposit may be deducted from the
employee's wages in an amount which shall not exceed twenty percent (20%)
of the employee's wages in a week. The full amount of cash deposit deducted
shall be returned to the employee within ten (10) days from his/her separation
from the service.
Section 9. Liability and Responsibilities of Security Service
Contractors/Private Security Agencies and Principals. -

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9.1. Solidary Liability. The SSC/PSA and its principal or client shall be
jointly and solidarily liable with each other in any of the following
circumstances:
a. When the SSC/PSA fails to pay the wages of its security guards and
other private security personnel, the principal or client shall be considered the
"indirect employer" and shall be jointly and severally liable with the SSC/PSA
to the extent of the work performed by such security guards and other private
security personnel under the Service Agreement, in the same manner and
extent that the principal is liable to its direct employees.
b. If there are wage increases or adjustments after the execution of the
Service Agreement, the prescribed increases in the wage rates of security
guards and other private security personnel shall be borne by the principal
and the Service Agreement shall be deemed amended accordingly. In the
event that the principal fails to pay the prescribed increases, the SSC/PSA
shall be jointly and solidarily liable with the principal.
The immediate recourse of security guards and other private security
personnel for payment of wage increase before litigation is with their
employer, the SSC/PSA. To enable the SSC/PSA to comply with the new
rates, the consideration paid by the principal for the security guards' wages
has to be adjusted in conformity with the mandated wage increase.
c. When the SSC/PSA is found to be engaged in labor-only contracting,
the principal shall be jointly and solidarily liable with it in the same manner that
the principal is liable to employees directly hired by him/her.

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When the SSC/PSA is found to be an in-house agency, the principal
shall be the direct employer of the security guards and/or other private
security personnel deployed with it.
d. When a violation of the relevant provisions of the Labor Code, as
amended, has been established by the DOLE Secretary or his/her duly
authorized representative in the exercise of his/her enforcement power, the
principal shall be deemed solidarily liable with the SSC/PSA to the extent of
accrued wage and wage-related benefits that the latter may owe to its security
guards and other private security personnel in the following instances:
1. When the certificate of registration of the SSC/PSA is
cancelled, revoked, or not renewed by the competent authority; or
2. When the contract between the principal and the SSC/PSA is
pre- terminated for reasons not attributable to the fault of the latter.
9.2. Mandatory Registration and Registry of Legitimate Security
Service Contractors. - Consistent with the authority of the Secretary of Labor
and Employment to protect the rights of security guards and other private
security personnel, it shall be mandatory for all SSC/PSA to register pursuant
to the provisions of Department Order 18-A, Series of 2011. In addition to the
requirements set forth under said Department Order, the applicant shall
submit the following documents:
Certificate of Membership issued by the Philippine Association of
Detective and Protective Agency Operators, Inc. (PADPAO) or other

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associations recognized by the PNP-CSG-SOSIA, and License to Operate
issued by the latter;
b. A certificate of pending or no pending labor standards violation
case/s issued by the National Labor Relations Commission (NLRC) and
DOLE.
The pendency of a case will not prejudice the renewal of the
registration, unless a Compliance Order has already been issued by the
Regional Director and remained unsatisfied.
9.3. Enforcement of Labor Standards and Working Conditions.
Consistent with Article 128 of the Labor Code, as amended, the Secretary of
Labor and Employment, or his/her duly authorized representatives, shall
conduct assessment of establishments engaged by the principal or by the
SSC/PSA. They shall have access to employer's records and premises at any
time of the day or night whenever work is being undertaken therein, and the
right to copy therefrom, to question any security guard and other private
security personnel, and investigate any fact, condition or matter which may be
necessary to determine violations or which may aid in the enforcement of the
Labor Code, as amended, any labor law, wage order, or rules and regulations
issued pursuant thereto.
The findings of the duly authorized representative shall be referred to
the Regional Director for appropriate action. The Regional Director shall have
the power to issue Compliance Orders to give effect to the labor standards
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provisions of the Labor Code, as amended, other labor legislation, and this
Guidelines.
9.4. Keeping of Records. - The principals, as indirect employers, shall
keep and maintain their own separate records or files on the assignment of
security guards in their premises during the period of the service contract,
which shall be open for inspection and verification by this Department.
All employment records shall be kept and maintained in and about the
premises of all workplaces for at least three (3) years, unless the
establishment has been in existence for less than three (3) years, in which
case it shall be required to maintain employment records only during such
shorter duration.
However, SSC/PSA with a centralized recording system shall inform
the Labor Laws Compliance Officer (LLCO) of the Regional Office where their
central or head office is located of such fact.
9.5. Duty to Produce Copy of Service Agreement between the Principal
and the Security Service Contractor/Private Security Agency during
Assessment. - The principal and SSC/PSA shall have obligation to produce a
copy of the Service Agreement in the ordinary course of assessment. The
SSC/PSA shall likewise have an obligation to produce a copy of any contract
of employment when directed to do so by the Regional Director or his/her
authorized representative.
Section 10. Right to Security of Tenure and Due Process.

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10.1. Security guards and other private security personnel shall enjoy
security of tenure in their employment as provided by law. Their services can
only be terminated for just or authorized causes after due process.
A. For termination of employment based on just causes as defined in
Article 297 (formerly 282) of the Labor Code, as renumbered, the requirement
of
two written notices served on the employee shall be in accordance with
the following:
I. The first written notice should contain:
a. The specific causes or grounds for termination;
b. Detailed narration of the facts and circumstances that will
serve as basis for the charge against the security guard and other
private security personnel. A general description of the charge will not
suffice;
c. The company rule, if any, that is violated and/or the ground
under Article 297 (formerly 282) of the Labor Code, as renumbered,
that is being charged against the security guard and other private
security personnel; and
d. A directive that the security guard and other private security
personnel is given an opportunity to submit a written explanation within
five (5) calendar days from receipt of the first written notice.
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II. After serving the first notice, the employer should afford the security
guard and other private security personnel ample opportunity to be heard and
to defend himself/herself with the assistance of his/her representative if
he/she so desires, as provided in Article 292 (b) (formerly 277) of the Labor
Code, as renumbered.
"Ample opportunity to be heard" means any meaningful opportunity
(verbal or written) given to the security guard and other private security
personnel to answer the charges against him/her and submit evidence in
support of his/her defense, whether in a hearing, conference, or some other
fair, just, and reasonable way. A formal hearing or conference becomes
mandatory only:
a. when requested by the security guard and other private
security personnel in writing;
b. substantial evidentiary disputes exist;
c. a company rule or practice requires it; or
d. when similar circumstances justify it.
III. After determining that termination of employment is justified, the
SSC/PSA shall serve the security guard and other private security personnel
a second written notice, the notice of termination, indicating that: 1) all
circumstances involving the charge against the security guard and other
private security personnel have been considered; and 2) the grounds have
been established to justify the severance of his/her employment.

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The foregoing notices shall be served on the security guard and private
security personnel's last known address.
Termination for just cause as stated in Article 297 (formerly 282) of the
Labor Code, as renumbered, does not entitle the security guard and other
private security personnel to separation pay, unless otherwise provided in the
employer's policy, individual contract, or collective agreement.
B. For termination of employment based on authorized causes, as
defined in Articles 298 and 299 (formerly 283 and 284 of the Labor Code, as
renumbered), the requirement of due process shall be deemed complied upon
service of a written notice to the security guard and other private security
personnel and to the appropriate DOLE Regional Office at least thirty (30)
days before the effectivity of the termination, specifying the ground(s) for
termination.
C. If the termination is brought about by the completion of the contract,
no prior notice is required. If the termination is brought about by the failure of
a probationary security guards and other private security personnel to meet
the reasonable standards of the SSC/PSA, which was made known to the
security guard and other private security personnel at the time of employment,
it shall be sufficient that a written notice is served upon the security guard and
other private security personnel within a reasonable time prior to the
expiration of the probationary period.
D. The termination of employment of security guards and other private
security personnel prior to the expiration of the Service Agreement shall be

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governed by Articles 297, 298, and 299 (formerly 282, 283, and 284 of the
Labor Code, as renumbered).
In case the termination of employment is caused by the pre-termination
of the Service Agreement not due to any authorized cause under Article 298
(formerly 283), the right of the security guard and other private security
personnel to accrued and unpaid wages and other wage-related benefits,
including unremitted legal mandatory contributions such as SSS, PhilHealth,
Pag-IBIG, and ECC, shall be borne by the party at fault, without prejudice to
the solidary liability of the parties to the Service Agreement.
10.2. Report of Dismissal, Termination or Retirement. The SSC/PSA
shall submit a monthly report of all dismissal or termination, including
retirement, effected during the month to the DOLE Regional Office having
jurisdiction over its main or branch office using the prescribed form. All
information gathered shall be used by the DOLE for policy and statistical
purposes.
10.3. Reserved Status. A security guard and other private security
personnel may be placed in a work pool or on reserved status due to lack of
service assignment after the expiration or termination of the Service
Agreement with the principal where he/she is assigned, or due to the
temporary suspension of security service operations, or due to valid relief
from the current place of work and there is no work assignment available.
No security guard and other private security personnel can be placed in
a workpool or on reserved status in any of the following situations:

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a. after expiration of a service contract, if there are other principals
where he/she can be assigned;
b. as a measure to constructively dismiss the security guard; and
c. as an act of retaliation for filing any complaint against the employer
for violation of labor laws, among others.
If after a period of six (6) months, the SSC/PSA cannot provide work or
give an assignment to the reserved security guard, the latter can be separated
from service and shall be entitled to separation pay as described in
Subsection 7.5 (m) hereof. An assignment of the security guard and other
private security personnel as a reliever for less than one-month shall not be
considered as an interruption of the six (6) months period.
10.4. Retaliatory Measures. Pursuant to Article 118 of the Labor Code,
as amended, it shall be unlawful for the principal, SSC/PSA, or any party privy
to the Service Agreement to refuse to pay or reduce the wages and benefits,
and discharge or in any manner discriminate against any security guard and
other private security personnel who has filed any complaint or instituted any
proceeding on wages, labor standards violation, or has testified or is about to
testify in such proceedings.
10.5. Preventive Suspension. - Subject to the constitutional rights of
the workers to security of tenure and the right to be protected against
dismissal except for a just and authorized cause and without prejudice to the
notice requirement under Article 297 (formerly 282) of the Labor Code, as
renumbered, security guards and other private security personnel may be

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preventively suspended if their continued employment poses a serious and
imminent threat to life or property of the SSC/PSA, its principal, or the co-
workers of security guards and other private security personnel.
No preventive suspension shall last longer than thirty (30) days. The
SSC/PSA shall thereafter reinstate the security guard and other private
security personnel to his/her former position or it may extend the period of
suspension, provided that during the period of extension, the SSC/PSA shall
pay the wages and other benefits due the security guard and other private
security personnel.
Section 11. Conciliation-Mediation through the Single-Entry Approach
(SENA). All issues on employment, disciplinary measures, suspension,
termination and compliance with labor standards and occupational health and
safety standards between the SSC/PSA and its security guards and other
private security personnel shall be subject to the 30-day mandatory
conciliation-mediation or the Single-Entry Approach (SENA) of the DOLE
pursuant to Republic Act No. 10396.
Section 12. Industry Incentives and Rewards System. Security Industry
Tripartite Council (PSITC) shall establish an Industry Incentives and Rewards
System to recognize compliant and/or competitive SSCs/PSAs standards of
benefits and working conditions for their security guards and other private
security personnel, and accordingly, established an industry category or
classification of SSC/PSA with the Department of Labor and Employment.

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Section 13. Oversight Function of the National Tripartite Industrial
Peace Council (NTIPC) and the Private Security Industry Tripartite Council
(PSITC). - The National Tripartite Industrial Peace Council through the Private
Security Industry Tripartite Council shall serve as the oversight committee to
monitor, verify and review the implementation and industry compliance with
this Guidelines. It may propose measures, it deemed necessary, to ensure
compliance with mandated employment benefits and working conditions for
the security guards and other private security personnel.
Section 14. Effect on Existing Issuances and Agreements. issuance
shall serve as guide for the DOLE and its agencies in the administration and
enforcement in the security service industry of applicable labor laws, social
legislation and implementing rules and regulations.
Section 15. Non-diminution of Benefits. Nothing herein shall be
construed to authorize the diminution or reduction of benefits being enjoyed
by the security guards and other private security personnel at the time of the
issuance of this Guidelines.
Section 16. Penal Provision. Violation of any of the provisions of this
Guidelines shall be a ground for cancellation of the SSC/PSA's certificate of
registration, without prejudice to other penalties under existing laws.
Section 17. Repealing Clause. This Guidelines supersedes Department
Order No. 14, Series of 2001, and all other department orders and issuances
inconsistent herewith.
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Section 18. Separability Clause. If any provision/s or portion/s of this
Guidelines is/are declared void or unconstitutional, the remaining portion/s or
provision/s shall continue to be valid and effective.
Section 19. Effectivity. - These Guidelines shall take effect immediately
after its publication in the Official Gazette or in a newspaper of national
circulation.
Statement of the Problem
This study attempted to assess the Effectiveness Of ROCA Agency
Personnel in Assisting International Rice Research Institute (IRRI): Basis For
Public Safety specifically its problems:
(1) Security personnel are always late in coming to work
(2) Security personnel are allowing outsiders to just come in to IRRI
compound
(3) Security personnel are always being complained by the employees
(4) Security personnel are not alert and aware of the losses of the IRRI
(5) Security personnel lack the standard training as prescribed by the
PNPSUCIA
Then they will be assessed if they manage to be rated high or low. An
average will be calculated to whether they are performing well or not.
In addition, the respondents will be given a bonus question, which is a
suggestion for the improvement of security services.
Setting of the Study

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The research survey will be conducted at the IRRI compound.
Protocols for COVID had to be followed for it to be conducted. Some
questionnaires were given online, while a limited number of questionnaires
are given to employees on-site.
Figure 1.1. The IRRI Compound

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Figure 1.2. The location of the IRRI Compound in Google Maps
Conceptual Framework and Schematic Diagram
Table 1.1. Schematic Diagram
INPUT PROCESS OUTPUT
-Assessment of security -Preparation of the -Based on

personnel Survey the
1. Punctuality questionnaires. findings of
2. Accessibility -Request approval of the study
3. Complaints Survey the result
4. Alertness Questionnaires. was:
5. Training -Request letter to (insert and
-Feedback and points conduct a survey to process
for improvement the adviser. result
-Request letter to here)
conduct a survey to
Manager.
-Request letter to
conduct a survey to
the respondents.
-Conduct Pre- test if
there are comments,
recommendations,
consider it then
conduct post test to
non respondents if no
more comments
conduct final survey
Then conduct survey
and collection of
data..
-Presentation of data
in table form with
explanation.
Scope and Limitations
The scope of this research is limited to determine the Effectiveness Of
ROCA Agency Personnel in Assisting International Rice Research Institute

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(IRRI): Basis For Public Safety for academic year 2022 – 2023. These are
thirty (30) security personnel and ten (10) IRRI personnel, with a total of forty
(40) respondents. As well, the evaluation will only revolve around the criteria
of effectiveness of the security personnel. These respondents will be the one
who will answer the given questionnaires. The respondents also chosen will
be completely at random, regardless of age, sex, nationality, and other
criteria.
Definition of Terms and Acronyms
CCTV - Closed Circuit Television - A visual camera surveillance system used
to monitor and record a variety of environments where cameras are
accessible. CCTV systems may record continuously, or be set to record upon
movement or to a schedule. They are often used as part of a home security
system or business security system to activate recording when the security
system is triggered.
CCTV Camera (Closed Circuit Television Camera)- Makes visual recordings
which can be stored to a hard drive. Depending on the camera’s
specifications, you may be able to see close-up, at great distances, and even
at night.
CSG - Civil Security Group, a PNP division
FAO - Food and Agriculture Organization (of the United Nations)
FED - Firearms and Explosives Division, a PNP division
HNI - High net worth individuals
IRRI - International Rice Research Institute

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NFA - National Food Authority
NPT - New plant type
NRM - natural resource management - Refers to the utilization of natural
resources such as land, water, air, minerals, forests, fisheries, and wild flora
and fauna.
PADPAO - Philippine Association of Detective and Protective Agency
Operators Inc.
PARSTS - Philippine Association of Recognized Security Training Schools
PSA - Private Security Agency
SAGSD - Security Agencies & Group Supervision Division, a PNP division
SOSIA - Supervisory Office for Security Investigation Agencies, a PNP
division
SSC - Security Service Contractor
TESDA - Technical Education and Skills Development Authority
UPCA - University of the Philippines College of Agriculture
VIP - Very Important Person/People
CHAPTER 2
REVIEW OF RELATED LITERATURE AND STUDIES
Foreign Studies
IRRI AND RICE
Before the 1950s, the less developed countries of Asia depended upon
increasing the land area planted to rice for producing enough food for their
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expanding populations. It was becoming evident, however, that the supply of
new land suitable for growing rice was nearly exhausted and that the future
enlargements in production would have to be brought about by improving
yields on land already devoted to that crop. Furthermore, as the rice situation
became more critical, population growth rates showed no signs of diminishing.
In 1958, the world population was about 2.8 billion and United Nations
demographers predicted that it would reach 6 billion by the year 2000.
Already, with several hundred million malnourished people in the rice-growing
countries, it was clear that widespread and drastic action had to be taken to
avoid a serious food shortage in Asia. As Forrest F. Hill stated before the Ford
Foundation trustees in 1959, "At best, the world food outlook for the decades
ahead is grave; at worst, it is frightening." Such was the situation at the time
this narrative begins. (Anderson, 1991)
Rice is a staple for nearly half of the world population of more than
seven billion people and it is cultivated in more than 100 countries, with a total
harvested area of 161 million hectares, producing more than 700 million tons
of paddy rice in 2013/14. Among the various rice-growing regions, Asia
accounts for nearly 90% of total rice production and consumption, with the
remaining 10% divided between Africa and Latin America. However, rice is
gaining importance in both Africa and Latin America, with a 40% increase in
annual per capita consumption in Africa in the past two decades, from 16.7 kg
in 1990 to 23.3 kg in 2011, and a 46% increase in annual per capita
consumption in Latin America during the same period, from 7.1 kg in 1990 to
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10.4 kg in 2011. Global rice production will need to increase by 116 million
tons (26%) by 2035, from the 2010 production level, to meet the rising
demand. Because the majority of the 144 million rice farmers are small, the
bulk of the production increase has to be achieved by smallholder rice
farmers. To meet this challenge, rice genetic improvement and natural
resource management (NRM) research are relentlessly pursued at
international agricultural research centers. Previous studies on agricultural
research show evidence that crop genetic improvement research, in general,
generated large impacts, citing the Green Revolution as an example. There
are growing concerns, however, about declining and low returns from
international agricultural research in recent years. The yields of major cereals,
including rice, have not increased at the pace recorded from the 1950s to the
1990s. Promising benefits from advanced biotechnology, including genetically
modified crops, have yet to be fully realized. (Yamano et al, 2016)
Rice genetic resources, comprising landrace varieties, modern and
obsolete varieties, genetic stocks, breeding lines, and the wild rice, are the
basis of world food security. The International Rice Genebank at the
International Rice Research Institute in the Philippines conserves the largest
and most diverse collection of rice germplasm. The facilities of the genebank
ensure the long-term preservation of this important diversity. In field research,
factors that affect long-term viability of rice seeds have been identified,
leading to the introduction of modified practices for germplasm multiplication
and regeneration. The value of conserved germplasm can be assessed in

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terms of useful traits for rice breeding and the economic impact that
germplasm utilization has on rice production and productivity. The application
of molecular markers is changing perspectives on germplasm management.
International policies affecting access to and use of rice germplasm are
discussed. (Jackson, 1997)
SECURITY
Whether they're patrolling shopping malls, conducting screening at
airports or protecting VIPs, private security guards have become an
increasingly common sight across the world. In many countries, they are
armed with handguns and even dress in uniforms similar to the police. The
sector has experienced huge growth in recent years and today there are an
estimated 20 million private security workers worldwide while the industry is
worth approximately $180 billion. That is expected to grow even further to
$240 billion by 2020, greater than the GDP of 100 countries including
Portugal, Romania and Hungary. According to research conducted by The
Guardian, half of the planet's population lives in countries where there are
more private security workers than police officers.
The following infographic provides an overview of some of the key
countries analyzed with India having one of the most glaring disparities. There
are an estimated 7 million private security workers in India compared to just
1.4 million police officers. The story is very similar in China where about 5
million people are employed in private security compared to a police strength

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of 2.7 million. The U.S. Department of Labor statistics claims that there are
over 1.1 million private security guards in the U.S. compared to 666,000
police officers. Things are more even in Germany although private security
still has the edge on the Polizei by a margin of 2,000 individuals.
Figure 2.1. Places where private security outnumbers the police (Forbes,
2017)
The private security industry really started flourishing during the wars in
Iraq and Afghanistan when companies like Blackwater (now called Academi)
committed droves of employees to fulfill lucrative contracts. That's only part of

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the story with increasing levels of global inequality driving the sector's
meteoric rise. With more and more individuals joining the global billionaire
club, demand for services such as alarm monitoring and armored transport
are skyrocketing, resulting in private security companies becoming a symbol
of the global wealth divide. Soaring demand has bode well for companies like
G4S, the world's largest private security firm, which boasts 585,000
employees and revenues of nearly $10 billion. (Forbes, 2017)
Police, private security, and non-police government agencies were
surveyed using a questionnaire that sought information according to six
categories: personal experience, cooperation, responsibilities, personal
attitudes, resources, and demographics. Questionnaires were distributed to
100 police officers, 100 personnel involved in the private security industry,
and 40 personnel in non-police government agencies. It was found that there
was already a great deal of informal cooperation at the operational end of the
organizations and a general interest in expanding cooperation. Obstacles to
cooperation included different levels of training and types of equipment. It was
suggested a high-level liaison committee be formed to facilitate increased
cooperation and to clarify the grounds on which appropriate cooperation could
occur. For example, cooperation could occur in the areas of training and
information sharing and in the outsourcing of speed camera staffing to
government security agencies. It was also noted security services would need
to be more tightly regulated, with public access to a body similar to the Police
Complaints Authority. (Golsby, 1998)

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Operation Cooperation is a national initiative funded by the Department
of Justice and guided by the American Society for Industrial Security (ASIS)
and the International Association of Chiefs of Police (IACP). The goal of the
program is to encourage and facilitate collaboration between public law
enforcement and private security agencies. The program is based on
extensive research into what works with these partnerships. Both law
enforcement and private security address many of the same problems but
from different angles. There is an overlap of responsibilities that includes
responding to calls of service, patrolling to prevent crime, investigating, and
using high tech to prevent and solve crimes. Spending in private security is
double that of law enforcement. The driving trend is the realization that both
agencies can help one another. The sophisticated high technology used in
private security can benefit law enforcement and law enforcement can share
crime information, such as trends. The key elements of Operation
Cooperation are networking, partnering for problem solving, cross-fertilization,
and information sharing. One such partnership is the Area Police Private
Security Liaison Program (APPL) in New York City where monthly meetings
are held to form ideas and workshops are provided. In Austin, Texas, a High-
Tech Crime Unit was established in the police department and the Austin
Metropolitan High-Tech Foundation was created to provide technical training
and share information with each other. In 1980, the Washington Law
Enforcement Executive Forum was created to access conviction records from
the local police. There are 80 locations across the Nation that have
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incorporated Operation Cooperation into their agencies. The guidebook,
Operation Cooperation: Guidelines for Partnership between Law Enforcement
and Private Security Organizations, provides 12 tested steps to set up an
effective partnership. (Office of Justice Programs, US Department of Justice,
2001)
In a study by Nalla et al (2017), they examined Russian citizens, more
specifically youth (college students), and their perceptions of private security
guards who come in contact with private citizens. They examined public
attitudes toward the nature of security guards' work as it relates to their
professionalism, effectiveness, and the degree to which they are satisfied with
their work. Data for this research was drawn from a sample of 364 college
students attending various universities in St. Petersburg, Russia. Their
findings suggest the Russian students are ambivalent in general about the
nature of security work, security guards' professionalism, if they are effective,
and that they are not satisfied with their services. However, positive contact
with security guards appeared to be a strong predictor of their positive views
on various dimensions of security guard work. Findings also suggest that
there are group differences in terms of age, gender, and income in their views
about the various dimensions of private security guards' work and occupation.
(Nalla et al, 2017)
An article by Volkov (2000) explores how the segments of the state
police and security organs were transformed into a large private security
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industry in Russia after 1992. As market reforms were launched, the numbers
of private property owners grew dramatically, but the state institutions for the
protection of property and dispute settlement were either absent or defunct.
This gap was consequently filled with various private institutions, private
protection companies and private security services being the major ones. The
article by Volkov studies the context of their emergence, their functions and
practices as well as their relations with the state and the criminal sector.
(Volkov, 2000)
The Dutch government acknowledged that private security has a useful
and necessary function within society. Dutch citizens are increasingly
confronted with both public and private forms of surveillance. The nature and
quantity of private-security services has expanded so much that it deserves
an independent basis in law. The Dutch government supports initiatives
designed to stimulate public- private partnerships in securing business
premises, shopping malls, and other semi-public places. Private police
perform their work under the guidance and jurisdiction of the public police.
The future of private policing may see the standardization of security products
and central alarm centers, quality accreditation, increased mobility and better
communications equipment, and closer cooperation among European
partners. Training and education of private security personnel will continue to
be upgraded, and the government will give more consideration to contracting
with private security firms for some policing activities. Private security
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operations will be increasingly accountable to the public and be appropriately
regulated by the government. (de Waard, 1996)
The purpose of another article by de Waard (1999) is to describe, from
an international perspective, the state of the art of the private security
industry. Typical in any discussion of the industry is the lack, or non-
existence, of reliable facts and figures. At the same time, there is a strong
demand for this kind of information. This discourse aims to fill this gap by
comparing the size of the sector, the turnover, and regulation between
European and non-European countries. The article dealt with five major
points. First a short description of the private security industry in the
Netherlands is given. Secondly, international comparisons are presented to
assess the size of the industry with reference to the 15 EU-countries, and 12
non-EU countries. With regard to the latter category, some information on
recent developments will be presented. Thirdly, a comparison of the order of
magnitude and ranking of manpower between the security industry and the
police within and outside the EU is described. Also, some remarks and data
on the quality of the industry and police effectiveness will be dealt with.
Fourthly, a brief overview is presented on the regulation of the private security
industry in the EU. Fifthly, the article rounded off with general conclusions and
some perspectives on the future. (de Waard, 1999)
The private security industry has grown rapidly over the past two
decades generating a widespread debate on how it can best be regulated and

INC.
professionalized. Drawing on a survey of 1,205 security guards and twenty-
five in-depth interviews we examine the neglected question of working
conditions in the industry. The industry is characterized by insecure
employment, low wages, long working hours with very few having access to
social benefits. Above all, it is a low status occupation where security guards
feel they are stigmatized and lack social recognition. It was argued that the
project of professionalization introduced by the industry is neither upgrading
working conditions nor increasing their status in society as ‘professionals’, but
rather a strategy of control introduced from higher management levels.
(Sefalafala and Webster, 2013)
Local Studies
IRRI AND RICE
The rice sector is regulated by the National Food Authority under a
highly interventionist regime aimed at food security and price stabilization.
Presidential Decree No. 4 of 1972 established the charter of the National
Food Authority or NFA (then called the National Grains Authority). The NFA
was established to encourage grain production and productivity and assure a
"fair return" on investment of producers. Its mandate is to maintain food
security in staple cereals in times and places of natural or man-made
calamity/emergency, as well as stabilization of staple cereal supply and
prices. To do so it was given a broad set of powers, including: maintain a

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national buffer stock; procure and sell grain; monitor grain storage; seize
stocks in case of hoarding; establish and enforce standards in grading,
sampling, and inspection; register, license, and supervise warehouse, mills,
and other businesses related to grains; control the importation of grains so as
to maintain parity between domestic and world prices; control the export of
grains. The NFA also regulates a number of rice-related processing and
servicing activities, namely: Mechanical Drying, Threshing, and other Post
Production Equipment Transportation Milling Warehousing Manufacture of
rice-based and corn-based products Grains Packaging Retailing/
Wholesaling Importing/Exporting/Indenting. Each of these activities requires a
license from NFA, which is typically valid for a year and subject to renewal.
Competition regulation in the rice sector is guided by relevant provisions in the
Constitution and the Price Act. The enforcement agency for the case of rice is
the NFA. In recently highly publicized campaigns, the NFA has joined other
law enforcement agencies (such as the Philippine National Police, Bureau of
Customs, and National Bureau of Investigation) in investigating suspected
smugglers and hoarders, revoking licenses of rice traders conducting illegal
practices, and impounding stocks of errant traders. (Briones, 2015)
A study by Cuaton and Delina (2022) contributes to filling these
research lacunae by systematically reviewing 2243 rice-related articles
cumulatively written by more than 6000 authors and published in over 900
scientific journals. Using the PRISMA 2020 guidelines, the study screened
and retrieved articles published from 2001 to 2021 on the various topics and
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questions surrounding rice research in Indonesia and the Philippines—two
rice-producing and -consuming, as well as emerging economies in Southeast
Asia. Using a combination of bibliometrics and quantitative content analysis,
the paper discussed the productive, relevant, and influential rice scholars; key
institutions, including affiliations, countries, and funders; important articles and
journals; and knowledge hotspots in these two countries. It also discusses the
contributions of the social sciences, highlights key gaps, and provides a
research agenda across six interdisciplinary areas for future studies. This
paper mainly argues that an interdisciplinary and comparative inquiry of
potentially novel topic areas and research questions could deepen and widen
scholarly interests beyond conventional natural science-informed rice
research in Indonesia and the Philippines. Finally, the paper will serve other
researchers in their review of other crops in broader global agriculture.
(Cuaton and Delina, 2022)
SECURITY
Around-the-clock operations in public safety and security are pervasive
in modern society as crimes are increasing in rate. This drives security service
operatives to work for long hours especially those deployed in high risk
industries like banks. These working states create significant physiologic
challenges in providing safe and productive operations. Alertness levels vary
due to numerous factors inherent to individual, psychological, and working
conditions. This study is intended to investigate the correlation between all
identified variables and critical factors affecting the sustained high alertness
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level for effective and maintained surveillance among bank security personnel
for increased operational efficiency through ergonomic assessment. Overall,
results show that additional tasks, hours of the work day, and smoker/non-
smoker are useful predictors associated with alertness level of security bank
personnel. Recommendations were geared to minimize the unfavorable
outcomes of decreasing alertness in providing sustained attention.
Around-the-clock operations in public safety and security are pervasive
in modern society as crimes i.e. theft and robbery are increasing in rate.
Security services in high risk industries like banks commonly practice shift
work and long work hours as mandated in the Department Order No. 141 of
Department of Labor and Employment which defines a compulsory 12 hours
per shift schedule for security personnel. This shift length requirement creates
significant physiologic challenges in sustaining high alert‐ ness level. In
studies regarding long work hours, personnel started getting less than enough
sleep and rest which caused declining alertness levels on their respective
duties. Alertness is a state in which a person can think clearly and do a given
task safely, effectively and efficiently. Thus, alertness in any work
environment is an important factor to reinforce as it is regarded to be directly
proportional to productivity and safety. Alertness of workers becomes a basic
concern to any work environment but critical to safety-sensitive settings such
as transportation, health care, and public safety including security services. A
study by Kurata and Matias (2017) gave emphasis on the factors that affect
alertness and safety. Approaches to resolve or minimize issues concerning

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these risk factors must occur in all levels, from the individuals to
organizational. (Kurata and Matias, 2017)
Local security firms in the Philippines continue to thrive as growing
concerns over peace and order situation give hope to an industry battered by
the global outbreak of the COVID-19 pandemic almost three years ago. The
Philippine Association of Detective and Protective Agency Operators Inc.
(Padpao), a trade group of more than 700 private security firms in the
Philippines, told the Inquirer on Thursday that their business is currently an
P8.5-billion industry at the very least. “We see positive things for the industry.
Investors and local companies, just like before, are still wary of corruption and
peace and order,” Padpao president Ramon Bergado said, adding that the
government needs to be harder on crime and focus on this problem area.
“The industry thrives when there is rampant crime because private businesses
augment their postings because security is a deterrent,” he added. However,
the Padpao official said the industry has yet to recover to pre-pandemic
levels, saying that most businesses and commercial establishments which
employ their services have yet to fully open. Bergado said that the industry
was one of the badly hit sectors during the height of the health crisis, saying
that it slashed their business by as much as 50 percent. “Because of the
pandemic, many of our agencies lost 40 to 50 percent of their postings. But
the consolation is that we are gradually recovering,” said Bergado. Currently,
the PADPAO official said their member firms employ around 700,000 people,
500,000 of whom are armed security guards. The rest are owners, security
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officers and consultants, he added. From the perspective of security expert
Rommel Banlaoi, the private security industry is thriving in the Philippines
because the private sector takes the responsibility to protect itself. “The
limitation of the police forces to be the security provider of the people against
crimes and other forms of violence also encourages individuals to organize
private armies for personal and family protection,” Banlaoi, who is the
president of the Philippine Society for Intelligence and Security Studies and
the chair of the Philippine Institute for Peace, Violence and Terrorism
Research, told the Inquirer. Banlaoi added that the private security market in
the Philippines is growing because of the growing demand for security that the
police force fails to solely provide. “The situation does not imply that the police
are not doing their job. It means that the job of promoting peace and order has
become gargantuan requiring the decisive action of the private sector,” he
said.
A measure that will strengthen the regulation of the private security
services industry has lapsed into law. A copy of Republic Act No. 11917 or
The Private Security Services Industry Act, sent to reporters Wednesday,
showed that the measure became law on July 30, 2022. The bill described
Private Security Services as the act of rendering security services in an
establishment in exchange for compensation. “The State recognizes the vital
role of the private sector in the protection of the people and safeguarding of
property as well as maintenance of peace and order in the country,” the law
states. A Filipino citizen or juridical entity wholly owned and controlled by a

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Filipino citizen may form a private security agency (PSA) to provide services.
A PSA should have a maximum of 2,000 private security professionals. A
PSA operator may apply for a license, subject to qualifications. The bill
repealed Republic Act No. 5487 or An Act to Regulate the Organization and
Operation of Private Detective, Watchmen, or Security Guard Agencies. The
act was passed by the Senate as Senate Bill No. 2423 and adopted by the
House of Representatives as an amendment to House Bill No. 8783.
The Private Security Law of Republic Act 5487 ensures the compliance
of selected private agencies in novaliches, quezon city and other cities in the
Philippines. Police are excellent protectors for private communities and
centers. However, relying on public security may not be enough. A police
officer cannot be available to guard the entire premises on a constant basis
and another call or crime may take precedence in other places. This is why
many company officers in the Philippines turn to Private Security Guards to
handle their 24/7 hours security needs. A Private Security Guard can guard
the premises of private offices day and night, and work with the police to
make sure that their day is safe. In the event of an emergency a private
security guard will ensure an immediate response. The Philippine Association
of Detective and Protective Agency Operators (PADPAO), in its effort to
professionalize the industry, desirous of standardizing the contract rate for
security guard services, which rate must be adequate to conform with current
labor and social legislation the wages and other benefits due to a security
guard are covered by labor code of the Philippines, as amended by laws and
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which is based on the minimum wage and allowance benefits required by law.
A study by Borrico (2019) conducted and utilized the use of Descriptive
Method of research, as fully emphasized the Compliance of private security
agencies on RA 5487 known as Private Security Agency Law in Novaliches
Quezon City. The survey questionnaire instruments were used to achieve the
main objective of the study. The questionnaire given to the respondents was
structured in such a way that respondents will be able to answer it easily. It
contained questions regarding the compliance of private security agencies on
RA5487 known as Private Security Agency Law. The respondents are
described according to different demographic profiles. Majority of the
respondents are from the age bracket of 31-36 years old; 93.3% are male,
36.7% are college graduate and college undergraduate. Most of the
respondents are not satisfied regarding their salary rate. The result of this
study demonstrated the factors to consider such as violation incurred by the
private security agency, possible negative effect to the private security guards
and officers on strict implementation of Private Security Agency Law in
Novaliches Quezon City. It also helps the PNPSOSIA to tighten the law that
they will be implementing. (Borrico, 2019)
A study by Etcuban et al. (2019) used a descriptive correlational
design. The 131 respondents consisted of security guards, security officers,
head guards, and shifts-incharge. They were advised to answer the
researcher-made questionnaire. The accumulated information was
investigated utilizing recurrence, straightforward rate, weighted mean, and

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Chi-square trial of autonomy. The discoveries uncovered that most of the
respondents assessed that performance management was highly practiced as
to commitment and target setting, performance appraisal, monitoring and
evaluation, and developmental intervention. It was concluded that the level of
best practices and administration of performance management practices is
highly practiced as managers continuously conduct monitoring on their plans
and actions in order to maintain effectiveness and efficiency in carrying out
the functions of the management. The researchers recommend the adoption
and implementation of the proposed performance management system
manual. (Etcuban et al. 2019)
An article by Michler and Shively (2014) tests the relationships among
formalized property rights, land tenure contracts and productive efficiency in
farming. Using four rounds of panel data from 230 rice farms in the
Philippines, they measured the effects of land tenure arrangements on farm
efficiency using a stochastic production frontier model. They tested for the
allocative efficiency of observed land rental markets. They also tested how
land tenure security affected farmers’ investment decisions. Results suggest
that, despite the presence of formalized titles, the rental market remained
inefficient at allocating land. In contrast, the non-formalized tenure contracts
used by farmers appear to provide tenure security. (Michler and Shively,
2014)
A study by Wilmann (2012) explores the private security industry in the
Philippines through the private policing of mass private property (quasi-public

INC.
space) in Makati. The study has also sought to ascertain which possible
consequences the policing of mass private property has had on surrounding
public space. Private policing of quasi-public space takes on a global
character through its manifestation in malls, gated communities, office
complexes, recreational parks, and country clubs. As a result, its commonality
elicits further research on the matter. Questions raised were:
How did this trend emerge?
Who does the policing?
And what is private security’s relationship with private property?
By first deconstructing what policing really means, the paper identified,
discussed, and investigated the role of each component constitutive and
influential on policing activity. The paper then analyzed the sequential
information from a private security perspective. The purpose for isolating the
various components is to ensure transferability of established theory on the
matter of private policing to a Filipino context. A descriptive chapter on
relevant topics in Makati such as demographics, land use, crime, and the
private security industry form the contextual backdrop. The case study on
private policing activity in Forbes Park is then analyzed within the theoretical
framework and contextual backdrop of Metro Manila. (Wilmann, 2012)
CHAPTER 3
METHODS OF RESEARCH AND PROCEDURES
Research Methods
INC.
This chapter presented the research methods, research design,
validation of instruments, and statistical treatment of data, with the
questionnaire needed for data gathering and analysis.
A survey will be given to a total of 40 respondents. There are 5
questions pertaining to the services and the problems of security personnel,
as stated in Chapter 1. Question number 1 addresses the punctuality of
security personnel when they arrive for security duty. Question number 2
addresses the accessibility of outsiders to the facilities of the IRRI compound.
Question number 3 addresses the frequency of complaints from the
employees of the compound. Question number 4 addresses the alertness and
awareness towards the losses of the IRRI compound. Question number 5
addresses the sufficiency of the standard training as prescribed by the PNP
branches.
Research Design
An evaluation system was appropriate for this study since it is intended
to describe the effectiveness of the security personnel. The study assessed
the Effectiveness Of ROCA Agency Personnel in Assisting International Rice
Research Institute (IRRI): Basis For Public Safety as assessed by the group
of respondents.
Population and Sampling Scheme
The study had two (2) groups of respondents, the first group was thirty
(30) security personnel and ten (10) IRRI personnel with a total of forty (40)
respondents. They are now randomly selected and grouped into one (1) big
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group for the sake of randomness and simplicity of the research. The set of
survey questionnaires was prepared, approved and distributed to all
personnel.
Validation of Instrument
The set of questionnaires was prepared by the researcher and
submitted to the professor and adviser for correction, comments and
suggestions. These were distributed to security personnel and tenants of the
Institute that were not included in the respondents for the pre-test to make
sure that the respondents can answer clearly and understand the question.
After the pre-test, the researcher corrected the comments and conducted a
post-test to another group of respondents that belong to the tenants and
security personnel. After the post-test the questionnaire had been finalized. A
letter with the adviser and the dean’s approval and permission to conduct the
survey to a total of forty (40) respondents. The survey questionnaires were
distributed and administered by the researcher to be answered by the
respondents.
Data Gathering Procedures
The answered questionnaires were retrieved, tallied and tabulated. The
data gathered from the respondents were computed, analyzed, and
interpreted with the assistance of the adviser and professor. The study was
encoded and edited for oral presentation and defense.
Statistical Treatment of Data

INC.
The following statistical tools were used in the treatment and analysis
of the data.
The formula is; P = (F/N) * 100
Where:
F - Frequency, should not be higher than N;
N - Total number of respondents, in this case: N = 40;
100 – Constant value, denotes 100%
P – Percentage of frequency
Ranking was used to determine the category of respondents
depending on the magnitude of the variable. Mean was used to compute the
average for each corresponding question. The formulae used are as follows:
(sum of scores/200) = average mean score
5* average mean score = average score
200 = 40*5 = perfect score
The study employed the Five Point Likert Scale in analysis of the data
obtained from the survey.

INC.
For the assessment of the respondents on the Effectiveness Of ROCA
Agency Personnel in Assisting International Rice Research Institute (IRRI):
Basis For Public Safety:
Table 3.1. Five Point Likert Scale and Interval for the Effectiveness Of ROCA
Agency Personnel in Assisting International Rice Research Institute (IRRI):
Basis For Public Safety
SCALE SCALE INTERVAL DESCRIPTIVE INTERPRETATION
5 Excellent
4.20-5.00
4 Very Satisfactory
3.40-4.19
3 Satisfactory
2.60-3.39
2 Needs Improvement
1.80-2.59
1 Poor
1.00-1.79
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CRIMINAL JUSTICE COLLEGE,

EFFECTIVENESS OF ROCA AGENCY PERSONNEL IN ASSISTING

Presented to the Faculty of the

Criminal Justice College

of the requirement for the Degree

Bachelor of Science in Criminology

Julie Ann C. Breboneria

In partial fulfillment of the requirements for the Degree of Bachelor of Science

CSUPT MERCEDES A. FORONDA, DPA Ph.D.

Approved as partial fulfillment of the requirements for the Degree of Bachelor

ORAL EXAMINATION COMMITTEE

ISABELO A. FORONDA, Ph.D

ALEJANDRO A. FORONDA, JR, Ph.D PROF. ISABELA CHRISTINE L.

Accepted as a partial fulfillment of the requirements for the Degree of

CSUPT MERCEDES A. FORONDA (Ret.), DPA Ph.D

Dean, Criminal Justice College

I would like to acknowledge the great contribution of individuals in our

research. I feel heavily indebted to the following:

ALEJANDRO P. FORONDA Ph.D Crim President of Justice Colleges

of the Philippines for guiding and disciplining us to become a productive

citizen of this country.

ALEJANDRO A. FORONDA Jr. Ph.D Crim Vice President of Justice

up the academic excellent to their students

MERCEDES A. FORONDA Ph.D Crim., Dean of Justice Colleges of

To the chairman ISABELO A. FORONDA Ph.D Crim., for her critical

To the members of the panel Ms. Isabela Christine L. Foronda

To my mother and siblings, who had provided us with financial needs

in order for us to materialize this work.

Inspiration and Learning. He bestowed to the researchers all the Blessing by

this research made possible through Him.

Julie Ann C. Breboneria

I humbly dedicate this simple piece of work to my parents, brothers,

Lagajino, Jelord Breboneria, Jeron Canale, Jessa Breboneria, Jesseca

Breboneria, Reynalyn Canale, Rhealyn Abrogar, by working and staying with

Julie Ann C. Breboneria

Rice research is very important to the Philippines, as such, the

International Rice Research Institute is located there. It is home to a couple

thousand researchers and farmers that work there. Everyday operation of

such an important facility requires constant pairs of eyes watching its

personnel and assets. Fortunately, security agencies provide such a solution.

effective their personnel is in guarding the Institute’s personnel and assets.

categories, i.e, punctuality, ability to close access to outsiders, amount of

assessed as having a satisfactory remark, with an emphasis on not letting

recommendations were made to help the personnel improve their

performance on the job.

TITLE PAGE ------------------------------------------------------------------- i

APPROVAL SHEET --------------------------------------------------------- ii

ACKNOWLEDGEMENT ---------------------------------------------------- iii

TABLE OF CONTENTS ---------------------------------------------------- vii

LIST OF FIGURES ---------------------------------------------------------- viii

LIST OF TABLES ------------------------------------------------------------ ix

THE PROBLEM AND ITS BACKGROUND

Setting of the Study ------------------------------------------------

Conceptual Framework -------------------------------------------

Schematic Diagram ------------------------------------------------

Statement of the Problem ----------------------------------------

Significance of the Study -----------------------------------------

Scope and Delimitation of the Study --------------------------

Definition of Terms Used -----------------------------------------

REVIEW OF RELATED LITERATURE AND STUDIES