Document No.

BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No. 00 Page 1 of 19
DCN No.:
RECRUITMENT AND HIRING

Date Originated April 30, 2018 Effective Date May 01, 2018 Revision Date
 Registration  Request
 Procedure  Form  Work Instruction
 Review  Change Obsolete
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 SSUPT ROMEL C TRADIO
T ATUP
Chief, Recruitment and Selection Chief, Human Resource Director, Directorate for Human
Section Management Division Resource Development

Verified by: Registered by:

SSUPT RENATO B MARCIAL RUTH T. ELEQUIN

Quality Management Representative Document Controller

DISTRIBUTION: OFFICE SIGNATURE DATE

Office of the Chief, BFP
Office of the Deputy Chief for Administration
Chief, BFP and Deputy Chief for Operations
All Directorates Chief Directorial Staff
Directorate for Personnel & Records Management
Directorate for Human Resource Development
Directorate for Comptrollership
Directorate for Plans
Directorate for Logistics
Directorate for Operations
Directorate for Intelligence and Investigation
Directorate for Fire Safety and Enforcement
Directorate for Information and Communications
Technology Development

BFP- QSF-QMR-001 Rev. ØØ (04.30.18)

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QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 2 of 19
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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 Manual

3.2 ISO 9001:2015 Standard
3.3 CSC Approved Qualification Standards
3.4 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.

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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QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 4 of 19
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4.24 Program Distribution List (PDL) - quota allocation generated thru Distribution Needs
Analysis.
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 status

b. date of promotion to present rank in temporary status
c. date appointed as officer
d. date entered fire service
e. date entered government service
f. date of birth
g. alphabetical order

For Non-Commissioned Officer Ranks:

a. date of absorption/promotion to present rank in permanent status

b. date of promotion to present rank in temporary status
c. date entered fire service
d. date entered government service
e. date of birth
f. 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.

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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4.34 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:

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

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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Engineer IV 22

Engineer III 19

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

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.
 BFP-QSP-HRMD-001
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Legal Assistant II 12

Psychologist I 11

Accounting Analyst 11

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 Division

5.1.1 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 Section
5.2.1 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 Staff
5.3.1 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 Board
5.5.1 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 Committee

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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QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 8 of 19
Effective Date: May 01, 2018
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5.6.1 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

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; and
6.1.1.3 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.
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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 9 of 19
Effective Date: May 01, 2018
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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.
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 Attire
6.6.3.2 Incumbent NUPs - Office Uniform
6.6.3.3 Lateral Entry from Within - Complete GOA

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 10 of 19
Effective Date: May 01, 2018
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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.
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.

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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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.
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).

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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Effective Date: May 01, 2018
RECRUITMENT AND HIRING

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;
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 CRITERIA
8.1 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 %

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 13 of 19
Effective Date: May 01, 2018
RECRUITMENT AND HIRING

8.2 Description and Application of Criteria

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

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

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 14 of 19
Effective Date: May 01, 2018
RECRUITMENT AND HIRING

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%
7x :17%
6x :14%
5x :11%
4x :8%
3x :6%
2x :4%
1x :2%
:0
6. 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%

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 15 of 19
Effective Date: May 01, 2018
RECRUITMENT AND HIRING

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%

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 %

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 16 of 19
Effective Date: May 01, 2018
RECRUITMENT AND HIRING

9.2 Description and Application of Criteria

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

No. of years Rating

6 years and above 20%
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 Description and Application of Criteria

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%.

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 17 of 19
Effective Date: May 01, 2018
RECRUITMENT AND HIRING

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

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

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 %

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 18 of 19
Effective Date: May 01, 2018
RECRUITMENT AND HIRING

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

11.3 Description and Application of Criteria

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%).

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

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%

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.
 BFP-QSP-HRMD-001
QUALITY SYSTEM PROCEDURE Revision No.: 00 Page 19 of 19
Effective Date: May 01, 2018
RECRUITMENT AND HIRING

12.0 NEW EMPLOYEE

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

12.1.1 Assumption\Oath of Office

12.1.2 Position Description Form
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 Directory

13.2 Requirements for FO1 Applicant
13.3 Requirements for NUP (Entry)
13.4 Requirements for NUP (Promotion)
13.5 Requirements for Lateral Entry
13.6 Requirements for Certificate of Waiver
13.7 Certificate of Age Waiver
13.8 Certificate of Height Waiver
13.9 Certificate of Height & Age Waiver
13.10 Initial Evaluation Form
13.11 Physical Agility Test
13.12 Certificate of Agility Test Waiver
13.13 Panel Interview Criteria
13.14 Panel Interview for NUP
13.15 Panel Interview Form for FO1
13.16 Panel Interview Form for Lateral Entry
13.17 BFP RSS Computer Data Sheet
13.18 Personal Data Sheet

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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.