bfp.gov.phbfp.gov.ph/.../2018/07/0_PROCEDURE_UPD_03July2018.docx · Web view– refers to formal or non-formal training courses and HRD interventions such as coaching, mentoring,

QUALITY SYSTEM PROCEDURE

Document No. BFP-QSP-HRMD-001

Revision No. 00 Page 1 of 19

DCN No.:

RECRUITMENT AND HIRING

Date Originated April 30, 2018 Effective Date May 01,

2018Revision Date

Registration Request Review Change Obsolete Procedure Form Work Instruction

From To

Initial Release

Justification: The Quality System Procedure Forms specifically for the recruitment process for Fire Officer 1 (FO1), Lateral Entry and hiring and promotion for Non-Uniformed Personnel (NUP) were revised in order to align and harmonize its contents with the approved procedure of the BFP Merit Selection Plan (BFP MSP) and to comply with the requirements of the ISO 9001:2015 QMS.

Prepared by: Reviewed by: Approved by:

INSP ARIANNE P HUMIWAT CINSP PETER SEAN ANTHONY T ATUP

SSUPT ROMEL C TRADIO

Chief, Recruitment and Selection Section

Chief, Human Resource Management Division

Director, Directorate for Human Resource Development

Verified by: Registered by:

SSUPT RENATO B MARCIAL RUTH T. ELEQUINQuality Management Representative Document Controller

DISTRIBUTION:

Office of the Chief, BFP and All Directorates

OFFICE SIGNATURE DATE

Office of the Chief, BFPDeputy Chief for AdministrationDeputy Chief for OperationsChief Directorial StaffDirectorate for Personnel & Records ManagementDirectorate for Human Resource DevelopmentDirectorate for ComptrollershipDirectorate for PlansDirectorate for LogisticsDirectorate for OperationsDirectorate for Intelligence and InvestigationDirectorate for Fire Safety and EnforcementDirectorate for Information and Communications Technology Development

BFP- QSF-QMR-001 Rev. ØØ (04.30.18)


BFP-QSP-HRMD-001

Revision No.: 00 Page 2 of 19

Effective Date: May 01, 2018


1.0 PURPOSE

1.1 Establish a system that strictly observes the principles of merit and fitness in the selection of employees for appointment to positions in the career and non-career service.

1.2 Provide equal opportunities for employment and career advancement to all interested in joining the BFP.

2.0 SCOPE

2.1 Applicable to all employees appointed to first and second level positions, including executive/managerial positions who are not presidential appointees, in the career service and to those appointed to the non-career service.

3.0 REFERENCE DOCUMENTS

3.1 Quality System Manual3.2 ISO 9001:2015 Standard3.3 CSC Approved Qualification Standards3.4 BFP Merit Selection Plan

4.0 DEFINITION OF TERMS

4.1 Agency – refers to the Bureau of Fire Protection.4.2 Career Positions – are positions characterized by 1) entrance based on merit and fitness to

be determined, as far as practicable, by competitive examination, or based on highly technical qualifications; 2) opportunity for advancement to higher positions; and 3) security of tenure.

4.3 Commissioned Officer Ranks - refers to the BFP Uniformed Personnel with the rank of Inspector to Fire Director.

4.4 Deep Selection – is a process of selecting a candidate for appointment who is not next-in-rank but possesses superior qualification and competence.

4.5 Discrimination – is an act, consideration or treatment based on partiality or prejudice as to the gender, civil status, religion, appearance, ethnicity, or political affiliation of a qualified applicant.

4.6 Distribution Needs Analysis - analytical technique to gauge the manpower/technical specialization needs (quota distribution) per cities/municipalities/offices based on the procurement of firetrucks, and other considerations that the BFP deems necessary.

4.7 Education – refers to formal or non-formal academic, technical, or vocational studies that will enable the candidate to successfully perform the duties and responsibilities indicated in the Position Description Form (PDF) (DBM-CSC Form No. 1. Revised 2017) of the position to be filled.

4.8 Eligibility – refers to the result of passing a merit and fitness test which may be determined as far as practicable by competitive examination, or based on highly technical qualifications or other tests of merit and fitness conducted by the Civil Service Commission, or other examinations jointly designed and coordinated by the departments or agencies with the assistance of or in coordination with the CSC, and other examinations such as the PRC-conducted board examinations, the SC-conducted bar examinations or the CESB-conducted CES examinations.

This document is a property of BUREAU OF FIRE PROTECTION and the contents are treated in strict confidentiality. Therefore, unauthorized reproduction is strictly prohibited, unless otherwise, permitted by the Document Controller. All inquiries regarding this procedure shall be directed to the Management who is responsible for its control.


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4.9 Experience – refers to the previous jobs in either the government or private sector, whether full-time or part-time, which, as certified by the Human Resource Management Officer or authorized officials of the previous employer, are functionally related to the duties in the PDF of the position to be filled.

4.10 First Level Positions – positions involved in structured work in support of office operations or clerical, trades, crafts or custodial service positions which involve sub-professional work in a non-supervisory or supervisory capacity.

4.11 Highly Specialized and Technical Qualifications – refer to positions with highly specialized and unique duties requiring specialized education, training or skills which may not be acquired through formal education, training programs, or experience gained from service-wide positions or exposure in the field of physical, natural sciences, and other disciplines needed by the BFP.

4.12 Hiring Quota – is the predetermined ratio of applicants for appointment that will be a means to ensure or maintain the required percentage of selection rate for both genders in equivalent positions at every level, provided that they meet the minimum requirements for the positions.

4.13 Human Resource Action – any action denoting the movement or progress of human resource in the civil service such as promotion, transfer, reappointment, reinstatement, reemployment, reclassification, detail, reassignment, secondment, demotion and separation.

4.14 Job Requirements – refer to the requisites of a position such as credentials, skills, competencies, potentials, and/or physical and psychosocial attributes necessary for the successful performance of the duties attached/inherent to it.

4.15 Next-in-Rank Positions – refers to a position which by reason of the hierarchical arrangement of positions in the agency or in the government is determined to be in tge nearest degree of relationship to a higher position as contained in the agency’s System of Ranking Positions.

4.16 Non-Career Positions – are positions characterized by 1) entrance based on tests other than merit and fitness; and 2) tenure that is limited to a period specified by law or which is co-terminous with that of the appointing authority or subject to his pleasure or which is limited to the duration of a particular project for which purpose the employment was made.

4.17 Non-Commissioned Officers – refers to the BFP Uniformed Personnel with the rank of Fire Officer 1 to Senior Fire Officer 4.

4.18 Non Uniformed Personnel (NUP) - refers to any civilian employee of the BFP.4.19 Outstanding Accomplishment – refers to an accomplishment of the candidate/applicant for

promotion/appointment in his/her present rank that is superior to others of its kind.4.20 Performance Rating – is the numerical and adjectival grade or rating obtained by the

candidate or applicant for promotion or appointment in a given rating period based on the criteria established in the BFP Strategic Performance Management System (SPMS).

4.21 Position Description Form (PDF) - refers to a list of duties and responsibilities with descriptions, qualification standards, salary and salary grade, place of assignment, and etc.

4.22 Potentials – refers to the inherent ability or capacity of the candidate or applicant for promotion/appointment to take on the responsibilities and to perform the duties/functions attached to the higher rank/position being aspired for.

4.23 Probationary period - refers to the period of actual service following the issuance of a permanent appointment wherein the appointee undergoes a thorough character investigation and assessment capability to perform the duties of the position enumerated in the Position Description Form.

4.24 Program Distribution List (PDL) - quota allocation generated thru Distribution Needs Analysis.



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4.25 Promotion – is the advancement of an employee from one rank/position to another with increased duties and responsibilities as authorized by law, which is usually accompanied by an increase in salary.

4.26 Psychosocial Attributes – refer to the characteristics of a person relating to his/her psychological and social behavior.

4.27 Qualification Standards (QS) – are the minimum and basic requirements for positions in the government in terms of education, training, experience, Civil Service eligibility, physical fitness and other qualities required for successful performance of the duties of the position. These shall serve as the basic guide in the selection of the employees and in the evaluation of appointments to all positions in the government.

4.28 Second Level Positions – include professional, technical and scientific positions which involve professional, technical and scientific work in a non-supervisory or supervisory capacity up to Division Chief level or its equivalent.

4.29 Selection – is the system/method of determining the merit and fitness of a person to perform the duties and responsibilities of a position on the basis of his/her qualifications and abilities.

4.30 Selection Lineup – is a shortlist of qualified and competent applicants to be considered for vacancies based on comparative information about their education, experience, training, civil service eligibility, performance rating (if applicable), relevant work experience or accomplishment, psychosocial attributes, personality and potentials, among others.

4.31 Seniority Lineal List – refers to the ordered list of officers and non-officers according to the following:

For Officer Ranks:

a. date of absorption/promotion to present rank in permanent statusb. date of promotion to present rank in temporary statusc. date appointed as officerd. date entered fire servicee. date entered government servicef. date of birthg. alphabetical order

For Non-Commissioned Officer Ranks:

a. date of absorption/promotion to present rank in permanent statusb. date of promotion to present rank in temporary statusc. date entered fire serviced. date entered government servicee. date of birthf. alphabetical order

4.32 Special Promotion – is a promotion granted to any BFP personnel who has exhibited act of conspicuous courage and gallantry at the risk of his/her life above and beyond the call of duty.

4.33 Superior Qualifications – refer to the outstanding accomplishments, educational attainment/knowledge, and training/skills relevant to or appropriate for the position to be filled such as but not limited to exceptional job mastery, and sizeable potential or extensive knowledge in major areas of responsibility.

4.34 System of Ranking Positions (SRP) – is the system of arranging organizational positions from highest to lowest, which shall be the basis in determining next-in-rank positions on account of the following:



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a. organizational structure;b. salary grade allocation;c. classification and functional relationship of positions; andd. geographical location.

SYSTEM OF RANKING POSITIONS

POSITION TITLES SALARY GRADE

ADMINISTRATIVE OFFICERS

Chief Administrative Officer 24

Supervising Administrative Officer 22

Administrative Officer V 18

Administrative Officer IV 15

Administrative Officer III 14

Administrative Officer II 11

Administrative Officer I 10

Administrative Assistant V 11

Administrative Assistant III 9

Administrative Assistant II 8

Administrative Aide VI 6

PLANNING OFFICERS

Planning Officer V 24

Planning Officer IV 22

Planning Officer III 18

Planning Officer II 15

Planning Officer I 11

ENGINEERS

Engineer V 24

Engineer IV 22

Engineer III 19



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Engineer II 16

Engineer I 12

ACCOUNTANTS

Accountant III 19

Accountant II 16

Accountant I 12

INTELLIGENCE OFFICERS

Intelligence Officer III 18

Intelligence Officer II 15

Intelligence Officer I 11

SPECIAL INVESTIGATORS

Special Investigator III 18

Special Investigator II 15

Special Investigator I 11

ELECTRICAL INSPECTORS

Electrical Inspector II 8

Electrical Inspector I 6

ELECTRICIANS

Electrician Foreman 10

Electrician II 6

Electrician I 4

LONE OR ENTRANCE POSITIONS

Attorney III 21

Statistician II 15

Legal Assistant II 12

Psychologist I 11

Accounting Analyst 11



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Machinist I 4

Welder I 4

4.35 Third Level Positions/Ranks – pertains to the ranks or positions in the BFP which require Career Service Executive Eligibility (CSEE) or Career Executive Service Eligibility (CES).

4.36 Time-in-Grade – the accumulated number of years in the present rank in the BFP or the defunct PC/INP on permanent status.

4.37 Training – refers to formal or non-formal training courses and HRD interventions such as coaching, mentoring, job rotation, seminars, workshops, and others that are part of the employee’s individual Development Plan/Career Development Plan. These trainings/learning and development interventions are intended to enable the candidate to successfully perform the duties and responsibilities as indicated in the PDF of Job Description of the position to be filled.

4.38 Work Experience – number of years incurred in the present rank by a candidate including temporary status.

5.0 RESPONSIBILITIES

5.1 Chief, Human Resource Management Division5.1.1 Reviews thoroughly and checks the veracity, authenticity and completeness of all the

requirements and supporting papers in connection to the recruitment process before submission to the concerned office or other attached agencies;

5.2 Chief, Recruitment and Selection Section5.2.1 Ensures that all documents related to the recruitment process are complete and

correct before it will be forwarded to the Office of the Human Resource Management Division;

5.3 Recruitment and Selection Section Staff5.3.1 Prepare documents for posting, publication as well as correspondence in relation to

the recruitment process;5.3.2 Evaluates the folders of the applicants and enters into the database the applicants’

profiles;5.4 Committee of Examiners

5.4.1 Prepare all the questions contained in the Test Questionnaires intended for the recruitment and selection process based on the criteria for written examination contained in the BFP Merit Selection Plan;

5.5 Human Resource Merit Promotion and Selection Board5.5.1 The Board responsible in screening, evaluating, interviewing and submitting to the

Chief, BFP the list of qualified applicants based on the criteria laid down in the BFP Merit Selection Plan;

5.6 Physical Agility Test Committee5.6.1 Ensures that the Health Service/Health Services Section, Operations Division initially

assess and monitor the blood pressure, heart rate and pulse rate of the applicants prior to the conduct of the Physical Agility Test;

5.6.2 Conducts the Physical Agility Test using the criteria stipulated in this MSP;5.6.3 Submits and certifies the final result by using the rating of PASS OR FAIL to the

HRMD



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6.0 PROCEDURES

6.1 Preparation and approval of the BFP Program Distribution List. 6.1.1 The Human Resource Management Division, through the collaboration of its three (3)

sections shall conduct a Distribution Needs Analysis to come up with the Program Distribution List for:6.1.1.1 FO1 Regular Quota;6.1.1.2 Parenthetical Title with Place of Assignment for Lateral Entry; and6.1.1.3 Place of Assignment of Non-Uniformed Personnel (Fire Stations/Offices).

6.2 Preparation, Approval and Dissemination/Posting of the Calendar of Activities for Recruitment and promotion process.6.2.1 Post the published vacancies in at least three (3) conspicuous places for a period of

at least ten (10) calendar days, including in the DILG and BFP websites and Official Recruitment and Selection Section Facebook account.

6.3 Screen and evaluate the credentials in terms of education, work experience, eligibility and training submitted by the applicants.6.3.1 Prepare and post the list of qualified candidates/applicants for the vacant positions

where the vacancies exist or where appropriate or the Final Selection Line up of Applicants (FSLA).

6.3.2 All applicants shall undergo initial screening as to Age, Height, and Weight and Submission of Medical/Dental Examination and Physical Examination (MDPE) to be conducted by the Health Service/Heath Services Section, Operations Division or any government hospitals or DOH- and BFP- accredited diagnostic service provider specified under existing BFP Memorandum Circulars. The MDPE shall consist of Urinalysis, CBC with Blood Typing, Hepa B Screening, Cholesterol, Creatinine, Chest X-ray, FBS, Serum Pregnancy Test (for female), Dental Panoramic X-ray shall be attached to the Medical Certificates (CS Form No. 211, Revised 2017 Omnibus Rules on Appointments and other Human Resource Actions).

6.3.2.1 If an applicant is found to be Hepa B positive, he/she will be required to seek confirmatory test.

6.3.2.2 All applicants who are not physically fit or with existing medical condition that prohibits strenuous physical activities are deemed disqualified to proceed with the process.

6.3.3 All applicants who passed the MDPE shall be granted Medical Clearance by BFP Health Service (Medical/Dental Board) through a Medical/Dental Board Resolution.

6.3.4 List of successful applicants who passed the MDPE shall be published in at least three (3) conspicuous areas at the National/Regional Office, as the case may be.

6.3.5 Absolutely, there shall be no retake of the whole MDPE during the specific recruitment process.

6.3.6 Trade/Skills Test. To substantiate the legitimacy of the submitted documents, applicants shall be subjected to the actual trade test. The BFP National Headquarters may employ scheme or procedure to determine the skills of the applicants.

6.4 Qualifying Written Examination.6.4.1 Notify qualified candidates/applicants of the scheduled examination. Failure of the

candidate to present themselves for the said examination shall mean a waiver of their opportunity to be appointed.



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6.4.2 Passing Score. The passing score shall be 75 points out of 100 items in every parenthetical title/technical course. In the event that there are no applicants who meet the passing score in every parenthetical title, the passing score shall be lowered to 65 points.

6.4.3 Absolutely, there shall be no Special Qualifying Written Examination to be conducted for the applicants.

6.4.4 Only those who have passed the Qualifying Written Examination shall proceed to the PAT.

6.5 Physical Agility Test (except NUP). 6.5.1 Prior to the conduct of the Physical Agility Test, the BFP Health Service shall initially

assess and monitor the blood pressure, heart rate and pulse rate of the applicants while undergoing the tests to be facilitated by the PAT Committee. 6.5.1.1 Applicants whose vital signs (blood pressure, respiratory rate, pulse or heart

rate, body temperature) are not within the normal range during the initial assessment may be allowed to rest. However, they must undergo PAT within the prescribed schedule. Otherwise, they are considered “Failed” and disqualified to proceed to the next process.

6.5.1.2 Applicants who did not personally appear during the conduct of PAT shall be disqualified in all any cases. No applicant shall be exempted.

6.5.2 A passing score of 75 points for both male and female shall be observed. 6.5.3 The concerned PAT Committee who conducted the Physical Agility Test shall finalize

the result, PASSED OR FAILED, in a matrix taking account the ranking of applicants, certify the same and submit to the HRMPSB. Applicants who passed or failed in the test shall be duly notified by the HRMPSB.

6.5.4 Results of the PAT shall be posted in the BFP and DILG website, and Recruitment and Selection Section Official Facebook account.

6.5.5 Absolutely, there shall be no re-take of the Physical Agility Test during the recruitment process. Only those who have passed the Physical Agility Test shall proceed to Panel Interview.

6.5.6 Applicants for Non-Uniformed Personnel positions are not required to undergo Physical Agility Test.

6.6 Panel Interview. The Panel Interview shall be conducted by the concerned HRMPSB.

6.6.1 For FO1 and Lateral Entry From The Outside

6.6.1.1 This stage shall be participated exclusively by the applicants who passed the Physical Agility Test.

6.6.1.2 For Non-Uniformed Personnel, this stage shall be participated by all applicants for Second Level Positions who passed the Written Examination.

6.6.1.3 Applicants are required to bring six (6) sets of documents to be presented as reference to the members of the HRMPSB and must present themselves personally strictly in an appropriate attire:

6.6.3.1 FO1 and NUP/Lateral Entry from the Outside - Corporate Attire6.6.3.2 Incumbent NUPs - Office Uniform6.6.3.3 Lateral Entry from Within - Complete GOA

6.7 Complete Background Investigation (CBI). 6.7.1 The HRMPSB through the Intelligence and Investigation Division/Regional

Intelligence Branch (IID/RIB) shall conduct a (CBI) to verify the authenticity of the submitted documents and to check the personal background of the applicants.



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6.7.2 Applicants who are organic of the BFP shall not anymore undergo CBI, this shall apply to non-BFP members only.

6.7.3 The concerned Investigation and Intelligence Division (IID/RIB) shall endorse and submit a certified result of the CBI directly to the HRMPSB.

6.7.4 Only those who have passed the CBI shall proceed to the Neuro-Psychiatric Examination (NPE)

6.8 Neuro-Psychiatric Examination and Drug Test. (NPE/DT). 6.8.1 Require the qualified candidates/applicants to undergo psychiatric/psychological, and

drug tests. 6.8.2 Applicants who passed the CBI shall undergo NPE/DT/PE to be administered by any

government hospitals or DOH- and BFP- accredited diagnostic service provider for purposes of determining the mental capacity and emotional stability of the applicant to perform the functions of a firefighter. For purposes of uniformity, there can only be PASSED (recommended) or FAILED (not recommended) in the result.

6.8.3 A report on who among the applicants passed and failed the said test duly certified under oath shall be prepared by the Medical Officers of concerned BFP regions, and submit the same to the HRMPSB after the conduct of said examination.

6.8.4 The NPE/DT/PE result shall be submitted to the Secretariat within ten (10) calendar days reckoning from the date the NPE/DT/PE was conducted. The aforesaid result shall be returned to those applicants who failed in the exams.

6.8.5 In addition to the publications made by the Secretariat, the HRMPSB shall publish the NPE/DT list of successful applicants in conspicuous areas at the Regional Offices.

6.8.6 Once an applicant fails the NPE/DT, he/she can only be allowed to retake the same after six (6) months.

6.8.7 Once an applicant fails either in the NPE or the DT, he/she shall be deemed disqualified to proceed for the next process.

6.8.8 It shall be the duty of the HRMPSB Secretariat to submit the list of passed/failed applicants in the NPE/DT to the Office of the Director for Human Resource Development, within 3 days reckoned from their receipt of the result of the NPE/DT from any government hospitals or DOH accredited diagnostic service provider.

6.9 Deliberation of HRMPSB. Evaluate and deliberate on the qualifications of the candidates/applicants in the selection lineup.

6.9.1 The HRMPSB shall conduct deliberation on the performance of the applicants from the commencement of the process until NPE/DT. For this purpose, the secretariat must present the overall ranking together with the qualifying written exam/physical agility test/tabulated interview results and the individual rating sheets of the HRMPSB.

6.10 Selection by the Appointing Authority. 6.10.1 Submit the list of candidates/applicants through a Board Resolution to the appointing

authority, specifying the top candidates for the selection of the Appointing Authority. 6.10.2 The HRMPSB shall endorse to the appointing authority through a resolution, the

overall ranking/result of the hiring process from screening and evaluation up to the interview stage. The appointing authority shall base his sound exercise of discretion in pre-selecting the applicants that will proceed to the next stage.

6.10.3 The appointing authority shall be guided by the HRMPSB’s comprehensive evaluation report of candidates screened for appointment and in the exercise of sound discretion, select, in so far as practicable, from among the top five (Quota x 5) applicants deemed most qualified for appointment to the vacant position.



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6.10.4 In the event the number of applicants who hurdled the succeeding stages falls short of the actual number of quota, it is incumbent upon the HRMPSB to strictly follow the ranking.

6.11 Posting of Final List of Successful Applicants. 6.11.1 The HRMPSB Secretariat shall cause the posting of Final List of Successful

Applicants in the DILG and BFP websites and to at least three (3) conspicuous places in the NHQ/Regional Offices.

6.12 Issuance of Appointment and Oath Taking. 6.12.1 Prepare appointments in accordance with the revised omnibus rules on appointments

and other personnel actions, and other pertinent laws, rules and regulations for approval/signature of the appointing authority.

6.12.2 After submission of the documentary requirements to support the attestation by the CSC, the Appointing Authority shall issue the Bureau/Regional Orders effective on the issuance of appointments in alphabetical order indicating the Salary Grade, Status of Appointment, Salary and Place of Assignment opposite the names.

6.12.3 The HRMD/RAO shall ensure the correctness of entries in all the documents. The Regional Order together with the HRMPSB, Medical/Dental Board, PAT Committee Resolutions shall be submitted to RSS, HRMD, DHRD for subsequent preparation of Announcement Order.

6.12.4 Once the preparation of appointments and Bureau/Regional Order are already through, the HRMD/RAO shall implement the scheduled Oath Taking Ceremony. The recruit or officer shall then assume the duties of the position as preconditions for entitlement to receipt of salary. The appointment shall not be consummated without the appointee taking the said oath.

6.12.5 In no case shall an appointee take his oath of office before the issuance of an appointment by the proper appointing authority.

6.12.6 Any disapproved appointment by the CSC shall be acted upon immediately by recalling the appointment papers and nullifying the appointment orders unless the appointing authority or appointee seasonably files a motion for reconsideration or appeal within the prescribed period, as provided for by existing CSC rules and regulations.

6.13 Posting of Newly-appointed BFP Personnel. 6.13.1 Announce the appointment of personnel in three (3) conspicuous places in the BFP

for at least fifteen (15) calendar days after the issuance of the appointment where the vacancies exist or where appropriate, including in the DILG and BFP websites and Recruitment and Selection Section and Promotion Section Official Facebook accounts.

7.0 CERTIFICATE OF AGE AND/OR HEIGHT WAIVER

7.1 Waiver for height and/or age requirement shall be automatically granted by the Chief, BFP to applicants belonging to the cultural communities; Provided, that applicants who belong to cultural communities must submit proof of their membership in a particular cultural minority as certified by the National Commission on Indigenous People (NCIP) or the Office of the Muslim Affairs (OMA) now known as National Commission on Muslim Filipinos (NCMF).

7.2 In all other cases, as may be determined and upon the recommendation of the HRMPSB, waiver of height and/or age requirement may be granted by the Chief, BFP to applicants who possess any of the following:7.2.1 Outstanding scholastic accomplishments, such as being honor graduates, consistent

academic scholars, board/bar topnotchers and the like;



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7.2.2 Possession of special skills in fire suppression, fire prevention, knowledge and skill in operation of heavy equipment, such as aerial ladder, squirt, lighting tower truck, rescue tender and other apparatus and equipment, rescue and emergency medical services;

7.2.3 Holder of Professional Driver’s License with 2 and 3 restriction code;7.2.4 Mechanic with TESDA mechanic trade test certificate with expertise in pump

operation, auto diesel engine and auto electrical troubleshooting; 7.2.5 Other skills that will sustain the traditions/other demands of the uniformed service.

7.3 Provided, that under para b.2. of Section VII hereof, may be granted only when the number of qualified applicants falls below the minimum quota, except in cases where an applicant with waiver possesses superior qualifications.

7.4 Waiver of age requirement under para b.2. of Section VII hereof may be granted provided that the applicant shall not be over thirty five (35) years of age. For purposes of this paragraph, one is considered to be not over thirty five (35) years old if he or she has not yet reached his or her thirty sixth (36th) birthday on the date of the effectivity of his or her appointment. Provided, that in case an applicant previously worked with the government service, the age difference when the number of years in the government is subtracted from his/her actual age at the time of the appointment must not exceed forty (40) years. Provided, finally that his/her previous separation from the government service was not for cause.

7.5 Waiver of height requirement under para b.2 of Section VII hereof may be granted to a male applicant who is at least 1 meter and 57 centimeters (1.57m) and to a female applicant who is at least 1 meter and 52 centimeters (1.52m).

7.6 The processing of application for height and/or age waiver is an independent activity. Hence, the same must proceed prior to or without hiring and selection process. All applicants shall be entertained by the recruiting unit provided that he/she met the Education and Eligibility requirements and have submitted the documentary requirements. However, the grant of waiver shall not be construed as a guarantee for appointment in the BFP.

7.7 The Certificate of Waiver will be issued by the Chief, BFP upon the recommendation of the HRMPSB/Regional Human Resource Management Personnel Selection Board (RHRMPSB) through board resolution.

7.8 The Certificate of Waiver shall be used or presented to any BFP recruiting unit nationwide. The applicant shall attach the said Certificate of Waiver to their application folder to justify their deficiencies. Absence of the same shall mean outright disqualification of the applicant.

8.0 CRITERIA8.1 The BFP HRMPSB shall rate the candidates based on the following criteria with the

corresponding maximum percentage points:

8.1.1 RECRUITMENT OF FO1 (For ranking purposes)8.1.1.1 Qualifying Written Examination 40%8.1.1.2 Physical Agility Test 30%8.1.1.3 Panel Interview 30%

100%8.1.2 Panel Interview should comprise the following:

8.1.2.1 Potential 40 %8.1.2.2 Psychosocial Attributes 30 %8.1.2.3 Personality Traits 30 %

100 %

8.2 Description and Application of Criteria

8.2.1 Qualifying Written Examination. The maximum weight is 40%. The coverage will be as follows:



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General Information/Current Events 30%Vocabulary 15%Synonyms 15%Grammar and Correct Usage 10%Analogy 10%Reading Comprehension 10%Mathematics 10%Total: 100%

8.2.2 Physical Agility Test. The following percentage systems shall be used during the test:

Maximum Total : 100%Passing : Men - 75%; Women - 75%

MEN

1. Pull ups: 7x and above :10% 5-6x : 7% 3-4x : 5% 1-2x : 2%

2. Push ups: 30x in a minute :10% 25-29/min : 8%20-24/min : 6%15-19/min : 4%10-14/min : 2%1-9/min : 0

3. Sit ups: 40x in a minute :10% 35-39/min : 8% 30-34/min : 6%25-29/min : 4%20-24/min : 2%11-19/min : 1%10 and below : 0

4. Endurance Run: (3km) 15 mins or less : 20% 15 to 18 min : 15% 18.1 to 19 min : 12%

19.1 min and over : 0

5. Pick-up and carry on shoulder in full PPE with one roll 2.5” diameter hose (dry) walking in 3 meters stairs up and down for 10 times within five (5) minutes

10x :25% 9x :23% 8x :20%



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7x :17%6x :14%5x :11%4x :8%3x :6%2x :4%1x :2%

:06. Pick-up and carry a 50 kilograms load in full PPE walking 3 meters stairs up and down 10 times within ten (10) minutes

10x :25% 9x :23% 8x :20%7x :17%6x :14%5x :11%4x :8%3x :6%2x :4%1x :2%0 :0

WOMEN

1. Full arms Hanging: 60 seconds and above :10% 55-59 sec : 8%

50-54 sec : 6% 45- 49 sec : 4% 40-44 sec : 2% 35-39 sec : 1%

0-34 sec : 0%

2. Push ups: 30x in a minute :10% 25-29/min : 8%20-24/min : 6%15-19/min : 4%10-14/min : 2%1-9/min : 0%

3. Sit ups: 40x in a minute :10%35-39/min : 8%30-34/min : 6%25-29/min : 4%20-24/min : 2%11-19/min : 1%10 and below : 0%

4. 100-meter run: 19.0 sec or less : 20% 19.1 to 20.0 sec : 15% 20.1 to 21.0 sec : 12% 21.1 and over : 0%



BFP-QSP-HRMD-001




5. Pick-up and carry on shoulder in full PPE with one roll 1.5” diameter hose (dry) walking in 3 meters stairs up and down for 10 times within five (5) minutes

10x :25% 9x :23% 8x :20%7x :17%6x :14%5x :11%4x :8%3x :6%2x :4%1x :2%0 :0

6. Pick-up and carry a 25 kilograms load in full PPE walking 3 meters stairs up and down 10 times within ten (10) minutes

10x :25% 9x :23% 8x :20%7x :17%6x :14%5x :11%4x :8%3x :6%2x :4%1x :2%0 :0

9.0 LATERAL ENTRY FROM THE OUTSIDE

9.1 Graduates of the PNPA shall be automatically appointed to the initial rank of Inspector.

Applicants with Highly Specialized and Technical Expertise

Related Work Experience 20 %Qualifying Examination 30 %Panel Interview 30 %Physical Agility Test 20 %

100 %


9.2.1 Related Work Experience. Maximum weight is twenty percent (20%).

No. of years Rating6 years and above 20%



BFP-QSP-HRMD-001




5 15%4 10%3 5%

Note: Pursuant to CSC Resolution No. 1400235 dated 11 February 2014, re: Amended Qualification Standards for Appointment to Ranks in the Bureau of Fire Protection via Lateral Entry, the Minimum Required Relevant Experience for the rank of Inspector is three (3) years. For Senior Inspector, one (1) year as practicing Medical Doctors and three (3) years as practicing Priests/Pastors/Imam.

9.2.2 Qualifying Exam. Maximum weight is 30%. The coverage of the exam will be as follows:

Field of Specialization 60%Leadership and Management 10%General Information 30%Total 100%

9.2.3 Panel Interview. Maximum weight for Panel Interview is thirty percent (30%).

Potential 40 pts.Psychosocial Attributes 30 pts.Personality Traits 30 pts.Total 100 pts.

9.2.4 Physical Agility Test. Maximum weight of Physical Agility Test is 20%. For uniformity purposes, refer to physical agility test of recruitment of uniformed personnel.

10.0 LATERAL ENTRY FROM WITHIN

Job Performance and Accomplishments 30 %Written Examination 20 %Panel Interview 20 % Length of Service 15 %Physical Agility Test 15 %

100 %


10.1.1 Job Performance and Accomplishments. For uniformity purposes, refer to job performance/accomplishment discussed above.

10.1.2 Written Examination. Maximum weight of the Written Examination is 20%.

10.1.3 Panel Interview. Maximum weight for Panel Interview is twenty percent (20%).




BFP-QSP-HRMD-001




10.1.4 Length of Service. Maximum weight is fifteen percent (15%).

No. of Years No. of Years in the Service Rating in the Service Rating

17 and above 15% 9 7% 16 14% 8 6% 15 13% 7 5% 14 12% 6 4% 13 11% 5 3% 12 10% 4 2% 11 9% 3 1% 10 8%

10.1.5 Physical Agility Test. Maximum weight is fifteen percent (15%). For uniformity purposes, refer to physical agility test of recruitment of uniformed personnel.

11.0 RECRUITMENT/PROMOTION OF NON-UNIFORMED PERSONNEL - FIRST LEVEL

Written Examination:

General Information 40% Vocabulary 30%Abstract Reasoning 30%

Total 100%

Panel Interview:

Potential 40 %Psychosocial Attributes 30 %Personality Traits 30 %

100 %

11.1 RECRUITMENT OF NON-UNIFORMED PERSONNEL – SECOND LEVEL

Written Examination 40%Panel Interview

Potential 30 %Psychosocial Attributes 20 %Personality Traits 10 %

100 %

11.2 PROMOTION OF NON-UNIFORMED PERSONNEL – SECOND LEVEL

1. Job Performance and Accomplishment 30%2. Written Examination 20%3. Panel Interview 20%4. Length of Service 15%



BFP-QSP-HRMD-001




5. Next-in-Rank Position 15% 100%


11.3.1 Job Performance/Accomplishment. For uniformity purposes, refer to job performance/accomplishment discussed above.

11.3.2 Written Examination.

Second Level Positions (SG 12 to 24)

Leadership and Management 40%BFP Matters 20%Verbal Aptitude 20%General Information 20%Total 100%

11.3.3 Panel Interview. Maximum weight for Panel Interview is twenty percent (20%).


11.3.4 Length of Service. Maximum of fifteen percent (15%).

No. of Years No. of Years in the Service Rating in the Service Rating 17 and above 15% 9 7% 16 14% 8 6% 15 13% 7 5% 14 12% 6 4% 13 11% 5 3% 12 10% 4 2%

11 9% 3 1%10 8%

11.3.5 Next-in-Rank Position. Maximum of fifteen percent (15%).

Next in Rank within the System of Ranking Positions 15 %Next in Rank but not within the System of Ranking Positions 13%

Not next in rank and not within the System of Ranking Positions 11%

12.0 NEW EMPLOYEE

12.1 The following Bureau materials and documents will be issued upon absorption.

12.1.1 Assumption\Oath of Office12.1.2 Position Description Form



BFP-QSP-HRMD-001




12.1.3 Appointment

12.2 Deployment of newly hired employee

12.2.1 For Non-Uniformed Personnel, after orientation, he/she shall be assigned to his/her specific plantilla position as per DBM Rationalization Plan.

12.2.2 For Uniformed Personnel, upon completion of orientation for newly hired Fire Officer 1, the personnel shall be assigned/detailed to BFP stations.

13.0 RECORDS

13.1 BFP RSS, HRMD Directory13.2 Requirements for FO1 Applicant13.3 Requirements for NUP (Entry)13.4 Requirements for NUP (Promotion)13.5 Requirements for Lateral Entry13.6 Requirements for Certificate of Waiver13.7 Certificate of Age Waiver13.8 Certificate of Height Waiver13.9 Certificate of Height & Age Waiver13.10 Initial Evaluation Form13.11 Physical Agility Test 13.12 Certificate of Agility Test Waiver13.13 Panel Interview Criteria 13.14 Panel Interview for NUP13.15 Panel Interview Form for FO1 13.16 Panel Interview Form for Lateral Entry13.17 BFP RSS Computer Data Sheet13.18 Personal Data Sheet


Documents

bfp.gov.phbfp.gov.ph/.../2018/07/0_PROCEDURE_UPD_03July2018.docx · Web view– refers to formal or non-formal training courses and HRD interventions such as coaching, mentoring,