The nature of certain professions entails lateral movements in the assignment and tasks of personnel in the organization. Primary among those who experience lateral movements in the organization in the form of reassignment are policemen. Reassignment is a commonplace occurrence in the police force which allows for seven things: filling of gaps in police coverage in certain areas, enrichment of experience for the police officer, consideration of requests from parties (personnel, family, police leadership, government officials, etc.), maintenance of vigour, security, promotions, and sometimes a form of sanction for unsatisfactory performance or certain behaviours. Frequency Percentage, Weighed Mean, and Pearson’s Correlation were used to analyse the data. Pearson Correlation was used for the testing the relationship of the respondent perception on Reassignment affecting the Motivation and Job Performance. Correlation analysis showed no significant relationship for Personal and Social Factors to motivation and job performance on Duty and Field Assignments. There was no significant relationship for all five motivation factors to motivation and job performance on After Activity Reports. Proximity to resources and personal ties were addressed as points for consideration but the greater acceptance of the practice allowed for mitigating behaviour among the participants. According to the results presented, they see reassignment as opportunity to grow and perform better. In general, the Police Commissioned Officers of Lanao del Sur in the Philippines perceive reassignment as a positive practice which enhances their motivation and job performance. This study reinforces that Social and Emotional Factors in reassignment statistically affects motivation and job performance among Police Commissioned Officers in Lanao del Sur, Philippines.