Workshop/ Seminar on BFP Personnel Mechanisms

General Qualifications for Appointment to Fire Officer 1(based on Section 1 of IRR of Republic Act No. 9592)Initial Appointment No person shall be appointed as uniformed personnel of the BFP unless he/ she possesses the following minimum qualifications:

1. A citizen of the Republic of the Philippines;

2. A person of good moral character;

3. Must have passed the psychiatric/ psychological, drug and physical tests for the purpose of determining his/ her physical and mental health;

4. Must possess a baccalaureate degree from a recognized institution of learning;

5. Must possess the appropriate civil service eligibility;

6. Must not have been dishonorably discharged or dismissed for cause from previous employment;

7. Must not have been convicted by final judgment of an offense or crime involving moral turpitude;

8. Must not be less than twenty-one (21) nor more than thirty (30) years of age;

9. Must be at least one meter and sixty-two centimeters (1.62 m.) in height for male, and one meter and fifty-seven centimeters (1.57 m.) for female; Provided, that a waiver for height and age requirements shall be automatically granted to applicants belonging to the cultural communities; and

10. Must weigh not more or less than five kilograms (5kgs.) from the standard weight corresponding to his/ her height, age and sex.

Republic Act No. 9592 (Waiver)(Section 2 of Republic Act No. 9592)

a. Waiver for height and 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 Muslim Affairs (OMA).

b. In all other cases, as may be determined and upon recommendation of the BFP Personnel Selection Board in the Regions or the National Headquarters, waiver of age and height requirement may be granted by the Chief, BFP to applicants who possess any of the following:

1. Outstanding scholastic accomplishments, such as being honor graduates, consistent academic scholars, board/ bar topnotchers and the like;

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;3. Holder of professional drivers license with 2 and 3 restriction code;4. Mechanic with TESDA mechanic trade test certificate with expertise in pump operation, auto diesel engine and auto electrical troubleshooting; or5. Other skills that will sustain the traditions/other demands of the uniformed service. Provided, that waiver under Section 2 paragraph B 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.c. Waiver of age requirement under Section 2 paragraph B 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/ she has not yet reached his or her thirty-six (36th) birthday on the date of the effectivity of his/her appointment. Provided, that in case an applicant was previously 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 appointment must not exceed forty (40) years ; Provided, finally, that his/ her previous separation from the government service was not for cause.d. Waiver of height requirement under Section 2, paragraph B hereof may be granted only to a male applicant who is at least 1 meter and 57 centimeters (1.57 m.) and to a female applicant who is at least 1 meter and 52 centimeters (1.52 m.); and

e. The height and age requirements shall only be waived subject to the condition that the applicant meets and possesses all other qualification standards. Common Requirements for Regular Appointmentsa. Form. The appointment which must be in triplicate copies shall be in the prescribed CS Form 33 (Revised 1998) for regular employees or the Plantilla Form No. 001 for casuals. Original copies shall not be filled out using Xeroxed or photocopied forms.

b. Signature of the Appointing Authority. The original copy of the appointment must be duly signed and the succeeding two (2) copies thereof at least initialed by the appointing authority.

c. Position Title. The position title indicated in the appointment shall conform with the approved Position Allocation List and should be found in the Index of occupational Service (IOS). The salary shall always be indicated after the position title.

d. Employment Status. The employment status shall be indicated on the space provided therefore. It may be permanent, provisional, temporary, substitute, co-terminous, casual or contractual.

e. Date of Signing. The date of signing, which is the date of the issuance of the appointment shall be indicated below the signature and the initials of the appointing authority.

f. Nature of Appointment. The correct nature of appointment shall be indicated on the space provided therefore. The nature of appointment, which may either be original, initial, promotion, transfer, reemployment, reappointment, reinstatement, renewal, change of status or demotion, shall be indicated in the space provided for.

g. Publication of Vacancy. Vacant positions to be filled shall be published ion accordance with RA 7041 and its implementing guidelines except for the positions:

1. Primarily confidential positions

2. Positions which are policy determining

3. Highly technical positions

4. Other non-career positions

5. third level positions (Career Executive Service)

6. positions to be filled by existing regular employees in the agency in case of reorganization.

h. Personnel Selection Board (PSB) Evaluation/ Screening. All appointees should be screened and evaluated by the PSB, if applicable. As proof thereof, a certification signed by the Chairman of the board at the back of the appointment or alternatively, a copy of the proceedings/ minutes of the Boards deliberation shall be submitted together with the appointment. The issuance of the appointment shall not be earlier than the date of the final screening/ deliberation of the PSB.

Candidates for the following appointments shall no longer be subject\ to the screening of the PSB:

1. Substitute appointment due to their short duration and emergency nature. However, should the position be filled by regular appointment, candidates for the position should be screened and passed upon by the PSB.

2. Appointment of faculty members and academic staff of state universities and colleges who belong to the closed career service.

3. Appointment to entry laborer positions.

4. Change of status of appointment from temporary to permanent.

5. Appointment to positions in the non-career service.

i. Personal Data Sheet. The appointees PDS (CS Form 212), revised 1998) which should be properly and completely accomplished by the appointee, shall be attached to the appointment. Said PDS shall contain an authorization from the job applicant/ employee that the agency head or his authorized representative can verify/ validate the contents therein. For appointment of substitute teachers and renewal of appointment of contractual and casual personnel, updated PDS shall be required.

Department Circular No. 2011-008 dated 21 June 2011

GENERAL GUIDELINES IN THE RECRUITMENT

IN THE BUREAU OF FIRE PROTECTION

1. Publication of Vacancies

2. Posting/ Announcement of Vacancies

3. Initial Screening (Education, Eligibility, Age Requirement, Height Requirement, and Clearances from Barangay, Police, Municipal Trial Court and National Bureau of Investigation)

4. Written Examination

5. Agility Test

6. Panel Interview

7. Complete Background Investigation

8. Neuro-Psychiatric Examination

9. Medical Examination

10. Final Ranking of Applicants

BFP Performance Evaluation System (BFP PES)

Policies

The BFP-PES shall focus on results/ outputs wherein performance targets and standards or measure of results are planned and agreed upon by the management, supervisor and employee.

The BFP-PES adheres to the principle of performance-based security of tenure and provides motivation and basis for incentives to performers and applies sanction to non-performers.

Rating Period

It is done every six (6) months ending on June 30 and December 30 of the year. The period ending June 30 shall cover the months from January 1 to June 30 whereas for the period December 30, shall cover the months from July 1 to December 30.

However, if there is a need for a shorter or longer period, the minimum appraisal period is at least ninety (90) days or three (3) months while the maximum is not longer than one (1) year.

Composition of Performance Evaluation Review Committee

Regional Office

Provincial Office/

City/ Municipal

Chairperson Regional Director

Provincial Fire Marshal

or his representative

or his representative

Vice Chair Regional Admin Officer

Provincial Admin Officer

Member Regional Operations OfficerProvincial Operations Officer

Member First Level RepresentativeFirst Level Representative

(elected member)

(elected member)

Member Second Level RepresentativeSecond Level Representative

(elected member)

(elected member)

Note: First and Second Level representatives are chosen through general election. Responsibilities of PERC

Review of Employees Performance Targets

Review of Performance Standards

Determination of Final Rating

Monitoring and Evaluation of BFP PES

Setting of Internal Rules and Procedures

Setting of Performance Targets and Standards

Organizational Targets refers to short-range (annual or semi-annual) expected accomplishments set to achieve objectives.

Employee Targets refers to the duties or work assignments given by competent authority (rater) to the employee (ratee), with the work output of each duty clearly stated by the rater and understood by the ratee and measured with a standard at least in quantity, quality, and time set either by the Agency or by mutual agreement of the rater and the ratee.

Performance Standards is a measure o yardstick against which performance level is assessed.

Confirmation employees performance targets are confirmed by the PERC before the rating period but not later than the 15th day of the start of the rating period.

Modification Performance targets which are duly confirmed by the PERC may still be modified based on changes brought about by new mandates and programs of the agency in general and the organizational unit in particular.

Progress Review

The supervisor and the ratee meet every end of the month to review progress of work accomplishment based on Performance Target. They focus on their review or discussion on problems and difficulties encountered and find ways to resolve the same, however; the supervisor may recognize employees efforts and praise him for specific achievement.

Appraisal Discussion

There shall be a highly interactive performance appraisal discussion and feedback mechanism to foster working relationship between supervisor and subordinates.

Mechanics of Rating

Numerical DescriptionAdjectival RatingRating

Performance exceeding targets by 30% and above of the planned targetsOutstanding10

Performance exceeding targets by 15% to 29% of the planned targetsVery Satisfactory8

Performance of 100% to 114% of the planned targetsSatisfactory6

Performance of 51% to 99% of the planned targetsUnsatisfactory4

Performance failing to meet the planned targets of 50% or belowPoor2

9.50 10

Outstanding

7.51 9.49

Very Satisfactory

4.01 7.50

Satisfactory

2.01 4.00

Unsatisfactory

2.00 below

Poor

Components of Rating

Part I Performance

Part II Critical Factors

Performance Intervening Tasks

It is duly considered only if this were done simultaneously with the planned targets. Intervening tasks are those which are neither inherent nor directly related employees plantilla or designated positions and may include membership in ad-hoc committees, research work and other similar assignments which require a considerable amount of effort and time of the employees and are duly covered by an office order.

How to Compute the Rating

Submission of Performance Targets

Performance targets of employees are submitted to the PERC not less than fifteen (15) days before the start of the rating period. The PERC must confirm these targets not later than the 15th day of the start of each rating period. Failure on the part of the PERC to act on these targets on the above period mean they are automatically confirmed.

Performance standards are submitted in the same period together with the performance targets.

Accomplished Performance Evaluation Forms with the final rating are submitted to the BFP Admin/ Personnel Officer not later than the 15th day after the end of the rating period.

The Admin/ Personnel office shall consolidate all the employee ratings and prepare a report to the PERC containing the statistics on PEF submission, distribution of ratings and list of protested or appealed ratings, if any, including all documents relative thereto. It shall submit all the above documents to the PERC within 30 days after the end of each rating period.

Officials and employees who shall be on official travel, approved leave of absence, training or scholarship programs and who have already met the required minimum rating of 90 days are required to submit their performance targets and accomplished Performance Evaluation Forms before they leave the office.

The agency shall submit to the Civil Service Commission Field Office a list of employees with their corresponding performance ratings not later than three (3) months after every rating period.

Sanctions

Non-submission to the PERC of the performance targets within fifteen (15) days before the start of the rating period and the Performance Evaluation Forms within thirty (30) days after the end of each rating period, unless justification for such has been accepted by the PERC, is a ground for:

a. employees disqualification for performance-based personnel actions which would require the rating for the given period such as promotion, training or scholarship grants, and productivity incentive bonus if the failure of submission of the report form is the fault of the employees.

a. employees who fail to rate themselves will not be given final rating; and

b. administrative sanction for violation of reasonable office rules and regulations and simple neglect of duty for the supervisors or employees responsible for the delay or non-submission of said performance targets and PEFs or both.

Uses of Performance Targets

a. Performance-based security of tenure

b. Eligibility/ Qualification for Performance-based awards and incentives

c. Basis for personnel actions

Transparency on Performance Ratings

General information on the final raring of the employees or the number of the employees who got a particular rating (O, VS, S, US and Poor) per organizational unit shall be made known to both management and the rank and file employees, subject to the procedures set by the BFP-PERC.

Appeals

Employees who feel aggrieved or dissatisfied with their final performance ratings can file an appeal with the BFP-PERC within ten (10) days from the date of receipt of their BFP-PEF or after the appraisal discussion with this supervisor.

Employees, however, are not allowed to protest the performance ratings of their co-employees. Ratings obtained by other employees can only be used as basis or reference for comparison in appealing ones performance ratings.

The PERC shall decide on the appeals within one month from receipt.

Republic Act No. 9592 (NAPOLCOM ELIGIBILITIES)Holders of the following NAPOLCOM Eligibilities may apply for promotion:

a. Up to the Rank of SFO411. Patrolman (CC)/(MN)

12. Patrolman Entrance (CC)/(MN)

13. Patrolwoman (CC)/(MN)

14. INP Entrance

15. Patrolman First Class (CC)/(MN)

16. Police Corporal (CC)/(MN)

17. Police Officer

18. Police Officer II

19. Police Officer III

20. PNP Entrance

21. Senior Police Officer I

22. Senior Police Officer II

23. Senior Police Officer III

24. Police Sergeant (CC)/(MN)

25. Police Officer Third Class (PO 3rd Class)

26. Fire Officer Third Class (FO 3rd Class)

27. Senior Police Officer IV

28. Senior Police Officer

b. Up to the Rank of Inspector

1. Police Lieutenant (CC)/(MN)

2. Police Inspector (taken April 28, 1991 and November 24, 1991)

c. Up to the Rank of Senior Inspector

1. Police Captain (CC)/(MN) 2. Police Officer Second Class (PO 2nd Class)

3. Fire Officer Second Class (FO 2nd Class)

4. Police Senior Inspector

d. Up to the Rank of Chief Inspector

1. Police Major (CC)/(MN)

2. Police Chief Inspector

3. Police Inspector (taken April 26, 1992 to April 3, 2004)

e. Up to the Rank of Superintendent

1. Police Lt/ Colonel (CC)/(MN)

2. Police Colonel (CC)/(MN)

3. Police Superintendent (taken on April 28, 1991 and

November 24, 1991)

f. Up to the Rank of Senior Superintendent

1. Deputy Chief of Police (CC)/(MN)

2. Chief of Police (CC)/(MN) g. Up to the Highest Rank

1. Police Officer First Class (PO 1st Class)

2. Fire Officer First Class (FO 1st Class)

3. Police Superintendent (taken on April 26, 1992 to April 3, 2004)All incumbent uniformed personnel of the BFP shall continuously possess the qualifications under Section 1 paragraph A of this IRR, subject to the following:

1. Uniformed personnel who are already in the service prior to the effectivity of Republic Act No. 9263 shall be given another five (5) years to obtain the minimum educational qualification and appropriate civil service eligibility to be reckoned from May 27, 2009, the date of the effectivity of Republic Act No. 9592;2. Incumbent uniformed personnel who have acquired NAPOLCOM eligibility prior to the effectivity of Republic Act No. 9263 shall be considered to have complied with the appropriate civil service eligibility;

3. BFP uniformed personnel who do not meet the minimum education qualification and eligibility requirement, but have rendered more than fifteen (15) years of service at the time of the effectivity of Republic Act No. 9592 shall no longer be required to comply with aforementioned education and eligibility requirements. However, they shall not be qualified for promotion to the next higher rank via regular promotion unless they have complied with the educational and eligibility requirements. Nevertheless, they shall be exempted from Section 14, Rule VII and Section 14, Rule XVI of the IRR of RA 9263 or the attrition provision of the law of not promoted within a period of ten (10) consecutive years;

4. Similarly, incumbent BFP uniformed personnel with the first level civil service eligibility prior to Republic Act No. 9263, shall be appointed in permanent status, provided they met the other requirements of the rank;

5. After the lapse of the five-year reglementary period given to those who have served the BFP for fifteen (15) years or less upon the effectivity of Republic Act No. 9592, current BFP uniformed personnel who still fail to satisfy any of the aforementioned requirements shall be separated from the service if they are below fifty (50) years of age and have served in the government for less than twenty (20) years, or retired if they are from age fifty (50) and above and have served in the government for at least twenty (20) years without prejudice in either case to the payment of benefits they may be entitled to under existing laws; Provided, that personnel who have served the government for at least twenty (20) years but whose age is less than fifty (50) may avail of optional retirement. Qualification Standards (FO2 to SFO4)(CSC Resolution No. 041366 dated 07 December 2004)POSITION TITLESGEDUCATIONEXPERIENCETRAININGELIGIBILITY

SFO419Bachelors Degree2 years as SFO3FPSC or its equivalentCareer Service (Professional)/ 2nd Level Eligibility

SFO318Bachelors Degree2 years as SFO2FPSC or its equivalentCareer Service (Professional)/ 2nd Level Eligibility

SFO217Bachelors Degree2 years as SFO1FAIIC or its equivalentCareer Service (Professional)/ 2nd Level Eligibility

SFO116Bachelors Degree2 years as FO3FAIIC or its equivalentCareer Service (Professional)/ 2nd Level Eligibility

FO314Bachelors Degree2 years as FO2FSBRC or its equivalentCareer Service (Professional)/ 2nd Level Eligibility

FO212Bachelors Degree2 years as FO1FSBRC or its equivalentCareer Service (Professional)/ 2nd Level Eligibility

Department Circular No. 2011-008 dated 21 June 2011

GENERAL GUIDELINES IN THE PROMOTION

IN THE BUREAU OF FIRE PROTECTION

1. Publication of Vacancies

2. Posting/ Announcement of Vacancies

3. Initial Screening (Education, Eligibility, Mandatory Trainings, Neuro-Psychiatric and Drug Test and Work Experience)

4. Comparative Assessment

5. Final Ranking of Applicants

Statement of Assets, Liabilities and Net WorthQ: What is the SALN?

A: SALN stands for Statement of Assets, Liabilities, and Net Worth. It is the form used to enforce the asset disclosure system of the government. The SALN also requires the disclosure by a Government employee of Business Interests and Financial Connections, and identification of Relatives in the Government Service.

Q: What is the basis for the SALN?

A: The governing law is Republic Act No. 6713, otherwise known as the Code of Conduct and Ethical Standards for Public Officials and Employees.

The law is based on the Constitutional provision that A public officer or employee shall, upon assumption of office and as often thereafter as may be required by law, submit a declaration under oath of his assets, liabilities and net worth. xxx (Section 17, Article XI, 1987 Philippine Constitution)

Q: What is the importance of the SALN?

A: The SALN is the badge of honor of the honest civil servant that must be accomplished with pride. It shows that an employee did not exploit his or her public office for illegal gain. On the other hand, it is a prosecutorial tool against those who misuse their office in order to enrich themselves.

Q: Who must accomplish the SALN?

A: All public officials and employees, whether regular or under temporary status, are required to file the SALN, with the exception of the following:

Public officials serving in an honorary capacity, without credit or pay;

Temporary laborers; and,

Casual or temporary and contractual workers (those not in the plantilla of the agency).

Q: Who in my family must be included in my SALN?

A: Aside from the employee, the SALN must include information about the employees spouse (if any), and any children below 18 years of age living in the employees household.Leave LawsThe following terms used in Rule XVI shall be construed as follows:

1. Leave of absence is generally defined as a right granted to officials and employees not to report for work with or without pay as may be provided by law and as the rules prescribe in Rule XVI hereof.

2. Commutation of leave credits refers to conversion of unused leave credits to their corresponding money value.

3. Cumulation of leave credits refers to incremental acquisition of unused leave credits by an official or employee.

4. Immediate family refers to the spouse, children, parents, unmarried brothers and sisters and any relative living under the same roof or dependent upon the employee for support. (Amended by CSC MC 6, s. 1999)

5. Sick leave refers to leave of absence granted only on account of sickness or disability on the part of the employee concerned or any member of his immediate family.

6. Vacation leave refers to leave of absence granted to officials and employees for personal reasons, the approval of which is contingent upon the necessities of the service.

7. Monetization refers to payment in advance under prescribed limits and subject to specified terms and conditions of the money value of leave credits of an employee upon his request without actually going on leave.

8. Pregnancy refers to the period between conception and delivery or birth of a child. For purposes of maternity leave, miscarriage is within the period of pregnancy.

9. Maternity leave refers to leave of absence granted to female government employees legally entitled thereto in addition to vacation and sick leave. The primary intent or purpose of granting maternity leave is to extend working mothers some measures of financial help and to provide her a period of rest and recuperation in connection with her pregnancy.

10. Paternity leave refers to the privilege granted to a married male employee allowing him not to report for work for seven (7) days while continuing to earn the compensation thereof, on the condition that his legitimate spouse has delivered a child or suffered a miscarriage, for purposes of enabling him to effectively lend care and support to his wife before, during and after birth as the case may be and assist in caring for his newborn child.

11. Vacation Service Credits refers to the leave credits earned by public school teachers for services rendered during activities authorized by proper authorities during long and Christmas vacation. These credits are used to offset their absences due to illness or to offset proportional deduction in vacation salary due to absences for personal reasons or late appointment.

12. Terminal leave refers to money value of the total accumulated leave credits of an employee based on the highest salary rate received prior to or upon retirement date/voluntary separation.

13. Special leave privileges refers to leave of absence which officials and employees may avail of for a maximum of three (3) days annually over and above the vacation, sick, maternity and paternal leaves to mark personal milestones and/or attend to filial and domestic responsibilities.

14. Relocation leave refers to a special leave privilege granted to official/employee whenever he/she transfers residence.

TOTAL AND PERMANENT PHYSICAL DISABILITY BENEFITS

[TPPD] 20 years and above in the service

1. 3 years lump sum, then pension after 3 years

2. 5 years guaranteed pension

3. SFA

4. 1 year full salary

5. Scholarship of children6. Commutation of leave credits

If less than 20 years

1. Separation gratuity

DEATH BENEFITS 1. Gratuity and burial

2. SFA

3. Lifetime Pension

4. Guaranteed 5 years pension

5. Scholarship of children

6. Commutation of leave credits

COMPULSORY/OPTIONAL RETIREMENT BENEFITS

1. 3 years lump sum or outright pension

2. Commutation of leave credits

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