BFP Handbook Final Oct20

BUREAU OF FIRE PROTECTION (BFP)
PERSONNEL HANDBOOK
REVISED 2020
ii
Republic of the Philippines
Department of the Interior and Local Government
BUREAU OF FIRE PROTECTION
NATIONAL HEADQUARTERS
Agham Road, Barangay Bagong Pag-asa, Quezon City
Telefax Number: (02) 426 - 4399
Email: ofcbfp@gmail.com
MESSAGE
Since the Bureau of Fire Protection’s

mission has been magnified to a much
greater level, we have evolved to become
a national agency capable of ensuring the
country’s security and safety.
As we continue to move towards

modernization, a compehensive policy
book must be established which all
employees are expected to abide and
adhere.
The Revised BFP Personnel Handbook
has been developed to provide general
guidelines of the bureau’s policies and
procedures for its employees. Through
this, all employees of the bureau can be guided to constantly provide an
excellent public service.
“Bumbero ko, pangangalagaan ko!” This is my advocacy as we build a

stronger and better Bureau of Fire Protection amidst the challenges that we
face. We will continue to strengthen our capability. We will further develop
policies which will enhance competency and performance to be able to deliver
the quality fire service to the people. Together, we will continue to serve with
utmost honesty, integrity and efficiency.
Mabuhay ang Bureau of Fire Protection! Mabuhay po tayong lahat!
DIRECTOR JOSE SEGUNDO EMBANG JR
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DEPARTMENT OF THE INTERIOR AND LOCAL GOVERNMENT
DILG-NAPOLCOM Center, EDSA corner Quezon Avenue, West Triangle, Quezon
City http://www.dilg.gov.ph
MESSAGE
Warmest greetings to the officers and

personnel of the Bureau of Fire Protection
(BFP). congratulate the initiative of the
BFP incoming up with the Revised BFP
Personnel Handbook.
I commend the dedicated people who

painstakingly undertake the review and
publication of this handbook that will
serve as an updated guide of the bureau
personnel on the standards of human
resource and management, uniforms and
accouterments, recruitment, promotion
and placement, career path, and progression, retirement, as well as separation
from the service.
I appreciate that the latest version ofthe BFPhandbook also contains

the updated memoranda on awards, incentives and scholarships, mandatory
training programs, leave administration, performance management, and other
human resource actions and standards including guidelines in the disposition of
complaints against BFP officers, among others.
I believe the handbook is vital to every member of BFP for them to be

adept at the bureau’s mandate, standard operating procedures, and protocols
that will help them to further their service and training by adhering to the rules
and regulations prescribed by the command group.
As a member of tri-bureau, and among the top disaster frontrunners and

emergency responder, it is important that you command confidence and respect
from the people as we go about in your day¬to-day service.
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The Department of the Interior and Local Government (DILG), stands with
the Bureau of Fire, as you fulfill your vision to be a modern and fully-capable
“Matino, Mahusay at Maaasahang” fire service agency towards a fire-safe
nation by the year 2034.
May this publication help you in developing more breed of professional

and disciplined BFP personnel with the right character, competence, integrity,
and credibility.
Continue to keep up the great work in 2020! Congratulations!
EDUARDO M. AÑO
SECRETARY
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TABLE OF CONTENTS
Foreword ............................................................................... iii
Message from SILG ................................................................ v
Part I BFP STANDARD UNIFORMS AND ACCOUTREMENTS
Memorandum Circular No. 2019-015

Policy on Bureau of Fire Protection (BFP)
Standard Uniforms and Accoutrements .............................. 2 - 13

Supplemental Guidelines on
Wearing of BFP Jacket
of all BFP Personnel ........................................................ 14 - 16
BFP Uniform Standards ................................................. 17 - 42
Part II RECRUITMENT/ PROMOTION AND PLACEMENT
RECRUITMENT ............................................................. 44

Guidelines and Standard Procedures
in the Recruitment, Selection and
Appointment of Fire Officer 1 (FO1)
in the National Headquarters and
Regional Offices with Age and/or Height Waiver ............. 45-48
Circular No. 2011-008

General Guidelines In The Recruitment
And Promotion Of Personnel In
The Bureau Of Fire Protection (BFP) And
Bureau Of Jail ManagementAnd Penology (BJMP) ........... 49-55

Policies and Guidelines in the Recruitment,
Selection and Appointment of FO1, NUP
and Lateral Entry in the BFP............................................... 56-68
Interim Guidelines on Appointments and
Other Human Resource Actions in the
Bureau of Fire Protection (BFP)
for the Period of State of Calamity
due to Covid-19 Pandemic ................................................. 69-82
PROMOTION ................................................................... 83
Qualification Standards of Uniformed Personnel Positions

Bureau of Fire Protection .................................................. 84-106
PLACEMENT ................................................................... 107
Circular No 2011-009
General Guidelines in the Reassignment/
Designation/Detail of Personnel in the BFP
and BJMP ......................................................................... 108-111

Policy Guidelines in the Reassignment, Designation
and Detail of Personnel in the BFP .................................... 112-123

Revised Policy on the Detail of the
Bureau of Fire Protection (BFP) Personnel
to Other Government Agencies .......................................... 124-127

Amendment of Rule IV. Item I.
of BFP Memorandum Circular No. 2019-002,
Re: Policy Guidelines in the Reassignment,
Designation and Details of personnel in the
Bureau of Fire Protection (BFP) ........................................ 128-130

Amended Guidelines in the Assignment of
Bureau of Fire Protection (BFP) Personnel as
Aide-de-Camp and Security/ Liason Officer ...................... 131-136

Placement of Fire Commissioned Officers
in the Bureau of Fire Protection (BFP) ............................... 137-166
Part III LEAVE
OMNIBUS RULES ON LEAVE

Rule XVI of the Omnibus Rules
Implementing Book V of EO 292 ...................................... 168-193
Circular No. 2019-05

Guidelines for the Department’s Scholarship Training
Grants Management System (STGMS) .............................. 194-205

Guidelines on the Reporting and Monitoring
of Paid Monetization of Leave Credits
of BFP Personnel ............................................................... 206-208

Policy Guidelines on Application for Personal Leave
intended for Foreign Travel ................................................ 209-212

Policy Guidelines on Application for Leave
of BFP Officers and Personnel on Detail Service ............... 213-217

Policy Guidelines on Application for
Maternity Leave of BFP Personnel .................................... 218-222

Revised Interim Guidelines on the
Use of Leave Credits for Absences
due to Self- Quarantine and/or Treatment
to the Coronavirus Disease - 2019 (COVID) ....................... 223-226
Part IV RETIREMENT/SEPARATION
Resolution No 2001-01
A Resolution Establishing a Retirement
and Separation Benefit System for the
Uniformed Personnel of the BFP ....................................... 228-236

Unified Guidelines in Monitoring Fund Release
for Retirement/Pension/Separation Benefits
in the PNP, BFP and the BJMP .......................................... 237-248
Policy guidelines on the Application for
ATM Pension Scheme of BFP Retirees
and Beneficiaries ............................................................... 249-258

Policy/Guidelines on the processing of
Retirement Benefits of BFP Officer/Personnel/NUP
with Pending Criminal/Administrative Cases ..................... 259-264

Guidelines Governing the Application for Optional
Retirement of Uniformed Personnel in the BFP ................. 265-266

Revised/Simplified Documentary Requirements
for the Processing of Retirement Gratuity,
Terminal Leave, Special Financial Assistance,
TPPD and Death and Survivorship Claims ........................ 267-274

Amendment of Item 4.2 (a) of BFP MC NO 2012-016,
re: Date of Release of Pension of
BFP Retirees and Beneficiaries ......................................... 275-276
Part V PERFORMANCE MANAGEMENT

Guidelines for Determining the Average Performance
Rating of Personnel Who Have Been Reassigned
within One (1) Performance Period .................................. 278-284

Policies and Guidelines on the Submission
of Performance Ratings and Forms of All
BFP personnel, who are on detail to Emergency 911,
NFTI, PNPA and DILG ................................................... 285-288
Individual Performance Commitment and Review (IPCR)
• National Headquarters/Regional/Provincial Office ........... 289-290

• District/City/Municipal Fire Station ............................... 291-293
Rating Matrix Form (RMF)
• National Headquarters/Regional/Provincial Office .......... 294

• District/City/Municipal Fire Station ............................... 295-296
Team Development Plan (TDP) ......................................... 297
Individual Development Plan (IDP) .................................. 298
Performance Monitoring and

Coaching Journal (PMCJ) ................................................ 299
Summary Report of Individual Performance Commitment and Review

(IPCR) Ratings
• Directorate/Service Unit ............................................... 300

• Region ........................................................................ 301
Part VI HUMAN RESOURCE ACTIONS AND STANDARDS
BFP Grievance Machinery ............................................ 303-311
BFP Merit Selection Plan (BFP MSP) ........................... 312-368

Rules in the Alternative Dispute Resolution Program
Through Mediation of Cases within the
Bureau of Protection ........................................................ 369-384

Physical Conditioning of BFP NHQ Personnel ................ 385-390

Prescribed Guidelines in the Disposition of Complaints
Filed in the Bureau of Fire Protection (BFP)\
Against BFP Officers with the Rank of
Senior Superintendent ...................................................... 391-395

Policy for On-The-Job (OJT) Student Trainees
in the BFP ...................................................................... 396-400

BFP Drug-free Workplace Policy ................................... 401-419
2019 Amended Policy on BFP Health
and Fitness Program ....................................................... 410-423

Guidelines in the Dissemination of Communication
in the BFP NHQ ............................................................. 424-432
BFP VISION AND MISSION ................................................................ 433
CORE VALUES .................................................................................... 434
ACKNOWLEDGEMENT ................................................................... 435

Part I
BFP STANDARD UNIFORMS

AND ACCOUTREMENTS
1
10 JULY 2019
Date
MEMORANDUM CIRCULAR
NUMBER__2019 - 015__
SUBJECT: POLICY ON BUREAU OF FIRE PROTECTION

(BFP) STANDARD UNIFORMS AND
ACCOUTREMENTS
I. SCOPE
This Memorandum Circular shall apply to all active personnel of the Bureau of
Fire Protection (BFP) on the schedule and proper wearing of Uniforms and use of
Rank Insignias, Agency Logo and Other Accoutrements.

The policy on the appropriate use of Activity Uniforms covers the Non-
Uniformed Personnel (NUP) of the BFP.
II. OBJECTIVES
The BFP ensures that all officers and personnel adhere to the highest degree
of excellence, discipline and professionalism by protecting the image of the
organization. A neat and well-groomed appearance of firefighters whether in or not
in uniform, on or off duty is fundamental to the organization and contributes to the
building of its pride and image. Towards this end, this Memorandum Circular aims
to:
a. set clear guidelines on the proper wearing of uniforms for all uniformed
personnel of the BFP;
b. present all BFP official uniforms its appropriate wearing schedule and
activities; and
c. provide conditions and limitations on the production of BFP Uniforms

and ensure that stakeholders are properly regulated with the standard
specifications and designs.
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III. LEGAL BASIS
This Memorandum Circular is issued in accordance with the Bureau of Fire

Protection Firefighters Institutional Regulations and Ethical Standards (BFP FIRES)
CY 2001.
Section 6. (Firefighters Tradition and Practices in Social Decorum), Article IV.

(Traditional Beliefs and Practices) of BFP FIRES states that:

6.1. Proper Attire - Firefighters shall always wear appropriate and proper attire
in conformity with the occasion.
6.4. Uniform/Appearance - Firefighters are best exemplified by wearing the

prescribed uniform and neat in appearance, observing the following:
6.4.1. Wearing of prescribed uniform.
6.4.2. Adherence to haircut as prescribed into existing rules and

regulations.
6.4.3. Firefighters shall carry himself/herself with pride and dignity.
6.4.4. Wearing of authorized awards and decorations as part of the

uniform prescribed in the existing rules and regulations or as
maybe formulated in the future.
IV. DEFINITION OF TERMS
1. Accoutrements - additional items or other items carried or worn by the

personnel in their BFP uniforms.
2. BFP Uniform Committee (BFPUC) – the sole body designated to

research, develop designs and formulate policies relative to BFP standard
uniforms and accoutrements.
3. Commissioned Officers (COs) - the uniformed personnel of the BFP with

the ranks of Fire Inspector (F/INSP) up to Fire General Officer Ranks (one-
star and above).
4. Dress Code - requires a certain type of outfit or specific uniform that ensures
each personnel appearance positively represents the agency. A dress code
also allows the agency to define what is appropriate for the personnel to
wear in the workplace.
5. Dress Blue - a formal dress being used by the Commissioned and Non-
Commissioned Officers during special and formal occasions of the BFP.
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6. Dress White - a formal dress being used by the Commissioned Officers
with star ranks of Fire Chief Superintendent (F/CSUPT) and above during
special and formal occasions of the BFP.
7. Field Uniforms - uniforms that are being used by personnel assigned in

operations in the fire stations [e.g. GOA Type C, BFP Tactical Uniform,
and Special Rescue Unit (SRU) Uniform].
8. Formal Uniforms - uniforms being used during New Year’s Call,

Testimonial Dinner, Wedding Ceremony, Courtesy Call to the Local
Chief Executive, and Oath Taking Ceremony of Commissioned and Non-
Commissioned Officers.
9. Non-Commissioned Officers (NCOs) - the uniformed personnel of the

BFP with the ranks of Fire Officer 1 (FO1) to Senior Fire Officer 4 (SFO4).
10. Non-regulation Items – unprescribed BFP uniforms, paraphernalia and

other accoutrements.
11. Paraphernalia - includes BFP badge, pershing cap device, belt with
buckle, and other miscellaneous articles.
12. Rank Insignia - an insignia worn on BFP uniform.
13. Uniform - an official set of attire/garment for the use of personnel of the
Bureau of Fire Protection.
V. POLICIES
1. The uniform is a distinctive attribute of a unit, which identifies and separates

one organization from the other. The person wearing the BFP uniform must
bear the honor it represents and the seal it symbolizes. It should always be
worn (in spic-and-span manner) with pride and dignity.
2. All BFP officers and personnel shall always look prim and proper in their
uniforms at all times. They are required to be in complete uniform when in
office or on-duty status and when transacting official business. In no case
shall officers and personnel be allowed to enter any BFP premises without
wearing the prescribed uniform.
3. Only authorized uniforms as provided in this Memorandum Circular, BFP

Uniform Committee Resolutions and other pertinent issuances are allowed
to be worn during the exercise of one’s functions, when reporting to BFP
offices and when making representations in behalf of the BFP.
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All BFP officers and personnel shall keep their hair neat, clean and well-
groomed. Male uniformed personnel shall maintain a short haircut (2x3
white side wall). For female uniformed personnel with long hair, it must
be tied with black pony-tail and hairnet (bun style). Barber’s cut or collar-
length hair is allowed for female uniformed personnel who prefer to
maintain short hair.
Hair dye is limited to black or dark brown only. Other trendy colors are
strictly prohibited. Fancy and colorful hair accessories are likewise not
allowed.
Uniformed personnel are expected to be either clean shaven or be free of

all extraneous facial hair while in uniform.
Uniformed personnel are not allowed to display flashy accessories and other
expensive jewelry. Dangling or cluster earrings for female BFP uniformed
personnel is not allowed, only stud earrings is permitted. Dominant watch
color must be black, silver or brown.
All uniformed personnel shall observe clean cut nails. Only colorless nail
polish is allowed. Tattoos on exposed skin are prohibited.
Placing unauthorized pins, decorations, pens and any other object on the
uniform and its pockets is strictly prohibited. Hanging keys on pants/skirts
are also not allowed.
When in uniform, bag shall be hand-carried by left hand. Shoulder, sling,

and body bags and backpacks are discouraged. However, these may be
used as long as it is hand-carried.
Standard specifications of uniform as to color, cloth, design or style shall
be strictly observed.
The BFP activity shirt shall not be used as inner shirt for GOA uniform.
Low waist, flared, or bell-bottomed trousers/pants and above-knee skirts

are strictly prohibited.
4. When in the fire scene, conducting rescue operations and responding to any
type of emergencies, BFP responders must be in their proper attire/apparel
and with PPEs at all times.
5. The following are BFP official uniforms which shall be worn according to
the appropriate occasions and activity, to wit;
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UNIFORMS WHEN/WHERE TO WEAR
DRESS WHITE
• Upper Garment a. Testimonial Dinner (Honoree);
• Trousers for male and b. Wedding Ceremony (Groom);
knee-length skirt for c. Oath Taking Ceremony for Star Ranks Officers
female (Chief Superintendent and above); and
• Inner-Garment: d. Interment of Commissioned Officers.
Male: white long
sleeve with black
necktie
Female: white with
pleats and black neck
tab
• Pershing Cap
• Black wet-look shoes
for male
• Black Non-shoe lace
wet-look shoes for
female
• Nude/ skin-tone (BFP Uniform Committee Resolution No.
stockings for female BFPUC-2018-02 dated 12 February 2018)
DRESS BLUE
• Upper Garment a. New Year’s Call, BFP Anniversary, Fire Service
• Trousers for male and Recognition Day and Wedding Ceremony
knee-length skirt for (Groom) for Non-Commissioned Officers;
female b. Oath Taking Ceremony for Commissioned
• Inner Garment: Officers with the ranks of Inspector to Senior
Male: powder blue Superintendent and Non-Commissioned Officers;
long sleeve with black c. Interment of Non-Commissioned Officers;
neck tie d. Graduation Rites for Commissioned and Non-
Female: powder blue Commissioned Officers;
with pleats and black e. Receiving special awards; and
neck tab f. Invited as Guest of Honor (GOH) to other
• Pershing Cap government/private agencies.
• Black Wet-Look Shoes
for Male
wet-look shoes for
female (BFP Uniform Committee Resolution No.
• Dark Gray Denier BFPUC-2018-02 dated 12 February 2018 and
No. 15 stockings for Resolution No. BFPUC-2017-008 dated 12
female February 2018)
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MESS DRESS
• Upper Garment Formal dinner uniform for RESFO, NESFO and
• Trousers for male and Commissioned Officers during formal banquet and
long skirt for female in attending dinner receptions of other uniformed
• Inner Garment: service.
Male: white long sleeve
with black bow tie
Female: white with five
(5) pleats each side
and black neck tab
• White gloves
• Pershing Cap
for Male
wet-look shoes for
female
• Dark Gray Denier
No. 15 Stockings for (BFP Uniform Committee Resolution No.
female BFPUC-2017-009 dated 04 December 2017)
GENERAL OFFICE
ATTIRE
(GOA)
Formal office attire for Commissioned Officers.
1. GOA Type A GOA Type A shall be worn during:
• Bush Jacket a. Conferences, conventions and management
• Trousers/Pants for committee meetings;
male and knee-length b. Inter-agency dialogue and conferences, and
skirt for female media appearances;
• V-Neck Midnight Blue c. Coordinating meeting with Local Government
Inner Shirt Units (LGUs);
• Pershing Cap d. Shall be worn by Foyer Guards during Arrival of
• Black Wet-Look Shoes Honors; and
• Dark Gray Denier e. Female shall only wear knee-length skirt during
No. 15 stockings for interview for promotion, opening ceremonies of
Female mandatory training courses, and other special
• Black high crew cut occasions as prescribed by the dress code.
length socks when
wearing trousers/pants (BFP Uniform Committee Resolution No. 003 dated
18 January 2016)
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2. GOA Type B
• Upper GOA Uniform Formal office attire for Non-Commissioned

• Trousers/Pants for Officers.
male and knee-length
skirt for female Upper GOA uniform must be tuck inside the lower
• V-Neck Midnight Blue pants for male and skirt/pants for female.
Inner Shirt
• Pershing Cap Shall be worn by Foyer Guards during Arrival of
• Black Wet-Look Shoes Honors; and
• Dark Gray Denier
No. 15 stockings for Female shall only wear knee-length skirt during
Female interview for promotion, opening ceremonies of
• Black high crew cut mandatory training courses, and other special
length socks when occasions as prescribed by the dress code.
wearing trousers/pants
(BFP Uniform Committee Resolution No. 003 dated
18 January 2016)
3. GOA Type C
• Upper GOA Uniform Formal office attire for Commissioned Officers

• Trousers/Pants for male and Non-Commissioned Officers.
and female
• V-Neck Midnight Blue With embroidered badge, name cloth, ranks
Inner Shirt and patches that will be worn by the personnel
• BFP Ball Cap assigned in the operations only.
• Black Safety Shoes
(Low-cut) Shall be worn during inspection, investigation,
• Black high crew cut and alternate uniform during Tuesday and
length socks when Thursday (TTH) for personnel assigned at NHQ,
wearing trousers/pants Offices of the Provincial Fire Marshal, and
District Fire Marshal.
Shall also be worn by EMS duty personnel

assigned at field units with their EMS vest and
helmet or BFP Ball Cap.
Upper GOA uniform must be tuck inside the

lower pants for male and female.
Do not use ribbons, pins, awards or any metal

type accoutrements.
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Maternity Dress
• GOA blouse design BFP Office uniform for pregnant BFP uniformed
textile with accoutrements personnel.
and ranks
• Garterized Trousers/
Pants only Shall be worn during pregnancy period.
• V-Neck Midnight Blue
Inner Shirt
• Black socks when
wearing trousers/pants
TACTICAL UNIFORM
• Upper Garment Fieldwork uniform for Commissioned Officers and
• Trousers Non-Commissioned Officers. It shall be worn during:
• Inner Shirt (BFP a. Heightened alert status at the National and
Activity Shirt) Regional Headquarters, Provincial/District Offices
• BFP Ball Cap and City/Municipal/Fire-Sub Stations;
• BFP Tactical Boots b. Search and rescue operations; and
c. Conduct of fire prevention activities like
information dissemination and fire drills.
Note: Trousers should be tuck inside the tactical
boots except during operations.
(BFP Uniform Committee Resolution No.

BFPUC-2018-001 dated 12 January 2018)
ACTIVITY UNIFORM Short-sleeves V-neck Activity Shirt for all BFP

• BFP Activity Shirt uniformed personnel.
• BFP Athletic Shorts/
Jogging Pants BFP Athletic Short shall be worn during athletics
• BFP Ball Cap and physical fitness activities.
• BFP Rubber Shoes
(dominant blue) BFP Athletic Jogging Pants shall be worn during
• Athletic White Socks outdoor programs and activities (e.g. walk for a
(quarter/ankle length) cause and fun run).
Short-sleeves Activity Shirt with NUP markings and

BFP Jogging Pants for Non-Uniformed Personnel.
(BFP Uniform Committee Resolution No. 004

dated 21 January 2016 and Resolution No. BFP-
UC-2015-001 dated 23 April 2015)
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ORIENTATION
TRAINING UNIFORM
• Round Neck White Shall be worn by new recruits undergoing
T-Shirt orientation training.
• Blue Jeans
• BFP Athletic Shorts
• BFP Rubber Shoes
• Athletic White Socks
HEADGEARS AND
CAPS
Shall be worn when in:
1. Pershing Cap a. Dress uniforms; and
b. GOA Type A and B.
(BFP Uniform Committee Resolution Number 001
dated 19 January 2016 and BFP Uniform Committee
Resolution No. BFPUC-2017-003 dated 31 January
2017)
Shall be worn when in:
2. BFP Ball Cap a. Tactical Uniform; and
b. Activity uniform (depending on the discretion
of the authority/superior)
c. GOA Type C
(BFP Uniform Committee Resolution Number 002
dated 19 January 2016)
FOOTWEAR
1. Wet-look shoes Shall be worn when in dress uniforms and GOA

• Male: 5 holes Type A and B.
• Female:
a. 4 or 5 holes, 1 or Non-shoe lace wet-look shoes for females wearing
2-inch high heels dress uniform.
b. 5 holes wet look
shoes
c. Non-shoe lace
wet look high
heels
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2. BFP Tactical Boots To be paired with Tactical Uniform.
3. BFP Rubber Shoes To be paired with Activity Uniform.

• Midnight blue with
reflectorized orange
• And gray reflectorized
letters (BFP & FIRE)
• With free-lock device
BFP JACKET May be worn by officers and personnel on cold

weather conditions.
(BFP Uniform Committee Resolution No.

BFPUC-2017-008 dated 08 August 2017)
SPECIAL RESCUE
UNIT (SRU) Uniform
• Upper and Lower Shall be worn exclusively by SRU duty personnel

Garments assigned at field units.
• BFP Tangerine Shorts (put embroidered BFP acronym at the back)
• SRU Inner Shirt
• Tactical Boots/Jump
Boots (Signed and approved by National Historical
• SRU Ball Cap/Boonie Commission of the Philippines (NHCP) dated
Hat November 2009)
BFP UNIFORM a. BFP Badge (2nd edition of 2017)

PARAPHERNALIA b. Shoulder loops (Bush Jacket)
c. Shoulder board (Dress Blue/White; Mess dress)
d. Chevron (NCO rank insignia)
e. Patches: National Patch and Unit Patch
(For GOA uniform)
f. Nameplate
g. Training Pin (Highest training)
h. Special Trainings
i. Awards/Medals
j. BFP Belt/Buckle (2017 edition belt and buckle)
k. Cap Device (2017 edition cap device)
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6. No new uniform shall be introduced and required to be mandatorily
worn within three (3) years from the approval of the set of uniform as
replacement for the same uniform. The said period is in harmony with the
grant of Replacement Clothing Allowance (RCA) to all BFP personnel
every three (3) years.
VI. ACCREDITATION OF PROVIDERS/SUPPLIERS
1. All providers/suppliers who are interested to secure Certificate of

Accreditation shall comply and submit the following requirements to the
BFP Uniform Committee:
a. Letter of Intent;
b. Business Permit or Barangay Permit/Clearance to Operate Business;
c. Company Profile;
d. Number of Workers;
e. Prospective Labor Price;
f. Quantity of Products that can be accomplished in a week; and
g. Sample or trial product.
2. The Chief, BFP may issue Certification of Accreditation, through the

recommendation of the BFP Uniform Committee, to suppliers/providers
who passed the required technical specifications set forth by the BFP
Uniform Committee.
3. The BFP Uniform Committee shall strictly enforce the standards and
specifications and ensure that the same are complied by suppliers.
4. In no case, the BFP Uniform Committee shall declare any legitimate

person or entity as a “duly-accredited” supplier without strictly
adhering to the specifications provided in BFP Uniform Resolutions.
5. Only accredited suppliers shall make the Official Uniforms of the

BFP. Anything that is made outside the criteria and requirements from
the approved design shall be considered improper and poses wrong
representation of the BFP. Accordingly, all Official Uniforms shall
be obtained only from legitimate suppliers who pass the accreditation
process of the BFP Uniform Committee.
6. A revocation of accreditation or blacklisting of supplier, as the case

may be, shall be initiated by the Committee without prejudice to the
filing of appropriate administrative charges against BFP officer and/or
personnel who facilitate the acceptance and distribution of improper
uniform.
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VII. DECOMMISSIONING OF OLD UNIFORMS
Below are the protocols in decommissioning and/or disposing old and

obsolete uniforms:
a. Sterile the uniforms;

b. Remove all rank or insignias, name tapes and patches;
c. Burn old uniforms to avoid any possible stolen valor;
d. Shredding, cutting or ripping the uniforms to avoid any reuse;
e. Donation to school drama departments and local museums; and
f. Repurpose by putting them on display in a shadow box along with the
awards and other souvenirs from the service.
VIII. PENALTY CLAUSE
Any usage of non-regulation items and violation of this Memorandum Circular

shall be considered light offenses and are punishable under Rule 10. (Administrative
Offenses and Penalties), Section 50. (Classification of Offenses), F.1. (Violation of
Reasonable Office Rules and Regulations), of 2017 Rules on Administrative Cases
in the Civil Service (2017 RACCS), to wit:
a. 1st Offense - Reprimand

b. 2nd Offense - Suspension of one (1) to thirty (30) days
c. 3rd Offense - Dismissal from the service
IX. MONITORING OF THE COMPLIANCE OF THE GUIDELINES
All Chiefs of Offices are hereby directed to implement the provisions of this
Memorandum Circular and closely monitor compliance therewith. The Regional
Directors shall impose the penalty to personnel within his ambit of authority who
violated the provisions of this Circular, subject to due process.
X. REPEALING CLAUSE
All office memoranda, orders and circulars incosistent with the provisions of
this Memorandum Circular are hereby amended and/or modified accordingly.
XI. EFFECTIVITY
This Circular shall take effect immediately.
LEONARD R BAÑAGO, PME

FIRE DIRECTOR (DSC)
Chief, BFP
13
16 SEPTEMBER 2019
Date
MEMORANDUM CIRCULAR
NUMBER__2019 - 020___
SUBJECT: SUPPLEMENTAL GUIDELINES ON WEARING

OF BFP JACKET OF ALL BFP PERSONNEL
I. BACKGROUND
The uniform is a distinctive attribute of a unit, which identifies and separate one
organization from another. All BFP officers and personnel shall always look prim
and proper in their uniforms when in office or on-duty status and when transacting
official business. In 2017, the BFP Uniform Committee convened to discuss the
creation of BFP Jacket to be part of the list of uniforms of the BFP personnel, a
resolution formally recommending to the Chief, BFP the approval of the proposed
BFP Jacket. The BFP UNIFORM COMMITTEE Resolution No. BFPUC-2017-008
established a standard design for the official BFP Jacket to be worn over the Bush
Jacket and GOA uniforms when necessary or when appropriate, but not on the
manner so as to conceal recognition or identification.
II. REFERENCES:
1. BFP Uniform Committee Resolution No. BFPUC-2017-008 dated 08

August 2017;
2. Memorandum Circular no. 2019-015 Policy on Bureau of Fire Protection

(BFP) Standard Uniforms and Accoutrements; and
3. Memorandum dated 04 July 2019 Re: Wearing of Office Uniform signed
by FIRE DIRECTOR LEONARD R BAÑAGO, PME, Chief, BFP.
III. PURPOSE
1. To establish a clear guideline in wearing prescribed BFP Jacket of BFP

officers and personnel.
14
2. To set uniformity of wearing prescribed uniforms from the National
Headquarters down to the stations by Uniformed Personnel and Non-
Uniformed Personnel of the BFP.
3. To provide supplemental guidelines in addition to the signed Memorandum

Circular No. 2019-015 on wearing prescribed BFP Jacket.
IV. POLICIES AND PROCEDURES
1. The BFP Jacket can be worn over the Bush Jacket and GOA uniforms when
necessary or as appropriate in any given circumstance especially during
official travels and while attending conferences but not on the manner so
as to conceal recognition or identification and must therefore be taken off
during the singing of the Philippine National Anthem and other official
drills and ceremonies;
2. The BFP Official Jacket is part of the official list of uniforms of the BFP
personnel and not a civilian garment that would be worn by anyone without
authority for its wear;
3. The BFP Official Jacket shall be made solely by suppliers accredited

by the Chief, BFP upon the recommendation by the BFP Uniform
Committee. Anything that is made outside the criteria and requirements
from one approved design shall be considered improper and poses a wrong
representation of the BFP. A revocation of accreditation or blacklisting of
suppliers as the case may be, shall be initiated by the committee without
prejudice to the filing of appropriate administrative charges against BFP
officer/personnel who facilitate the acceptance and distribution of improper
uniform;
4. Wearing of Civilian Jacket by all BFP uniformed personnel over the Bush
Jacket and GOA uniform while at any BFP premises is strictly prohibited.
Civilian jackets such as hooded casual jackets, leather jackets, printed
or highly accessorized jackets in any color are allowed to be worn only
outside any BFP premises when not in uniform;
5. Wearing of BFP Official Jacket over the civilian attire or BFP Athletic
Uniform is strictly prohibited in/out of BFP premises; and
6. All Commissioned Officers shall wear their BFP Jacket with shoulder loop
of their respective rank.
V. SANCTIONS
Any usage of non-prescribed jacket, inappropriate wearing of BFP Official

Jacket and violation of this Memorandum Circular by all BFP officers and personnel
15
shall be considered light offenses and are punishable under the Rule 10. Section
50 (F)(3) of the 2017 Rules on Administrative Cases in the Civil Services (2017
RACCS).
VI. MONITORING THE COMPLIANCE OF THE GUIDELINES
All Regional Directors/Head of Offices/Units are hereby directed to implement

the provisions of this Memorandum Circular and closely monitor compliance
therewith.
VII. EFFECTIVITY
This Circular shall take effect immediately upon approval.

FIRE DIRECTOR (DSC)
Chief, BFP
16
17
18
WHITE DRESS
19
DRESS BLUE
(Male Commissioned Officer)
20
DRESS BLUE
(Female Commissioned Officer)
21
DRESS BLUE
(Male Non-Commissioned Officer)
22
DRESS BLUE
(Female Non-Commissioned Officer)
23
MESS DRESS
Male (Commissioned Officer and NESFO/RESFO)
24
MESS DRESS
Female (Commissioned Officer and NESFO/RESFO)
25
GOA TYPE A
(Commissioned Officer)
26
GOA TYPE B
(Non-Commissioned Officer)
27
GOA TYPE A & B
(Accoutrements)
28
GOA TYPE C
29
TACTICAL UNIFORM
30
ACTIVITY UNIFORM
(Commissioned Officer and Non-Commissioned Officer)
31
ORIENTATION ORIENTATION ACTIVITY
UNIFORM UNIFORM
(Newly Absorbed Fire Officer 1) (Newly Absorbed Fire Officer 1)
32
SPECIAL RESCUE UNIT UNIFORM
(Commissioned and Non-Commissioned Officer)
33
SPECIAL RESCUE UNIT UNIFORM
BFP-SRU BASIC COURSE PINS

34
BFP JACKET
35
36
37
38
39
40
MALE WET LOOK SHOES
WET LOOK SHOES

with High Crew Cut Socks
BFP TACTICAL B
WET LOOK SHOES
with High Crew Cut Socks FEMALE WET LOOK SHOES
BFP TACTICAL BOOTS
MALE WET LOOK SHOES
FEMALE NON-SHOE LACE WET LOOK

MALE WET LOOK SHOES
FEMALE WET LOOK SHOES

HIGH CREW CUT SOCKS
FEMALE WET LOOK SHOES

HIGH CREW CUT SOCKS
HIGH CREW CUT SOCKS
41
42
Part II
RECRUITMENT,
PROMOTION AND
PLACEMENT
43
RECRUITMENT
44
Agham Road, Sitio Roque,
Barangay Bagong Pag-asa, Quezon City
Telefax Number: (02) 426-4399
MEMORANDUM CIRCULAR
NUMBER 2008-018
SUBJECT: GUIDELINES AND STANDARD PROCEDURES

IN THE RECRUITMENT, SELECTION
AND APPOINTMENT OF FIRE OFFICER 1 (FO1)
IN THE NATIONAL HEADQUARTERS
AND REGIONAL OFFICES WITH AGE
AND/OR HEIGHT WAIVER
I. SCOPE:
This Memorandum Circular shall cover applicants for FO1 positions in the
National Headquarters and Regional Offices with age and/ or height waiver.
II. OBJECTIVES:
To establish the policies and standard procedures in the recruitment,

selection, and appointment of FO1 in the National Headquarters and Regional
Offices with age and/ or height waiver;
To validate the authenticity of the documents submitted by the applicants

justifying their deficiencies in age and height;
To adhere with the provisions of the Republic Act No. 9263 and Merit
Selection Plan; and
To ensure that all appointments are in accordance with the existing

guidelines set forth by the Civil Service Commission (CSC).
III. POLICIES:
The approval of Republic Act No. 9263 otherwise known as “An Act Providing
for the Professionalization of the BFP and the Bureau of Jail Management and
Penology (BJMP), Amending Certain Provisions of Republic Act No. 6975, Providing
45
Funds Thereof and for Other Purposes” and four (4) Personnel Mechanism such as
Merit Selection Plan, Grievance Machinery, Programs on Awards and Incentives
from Service Excellence and Performance Evaluation System, opened the path to the
decentralization of personnel actions in the BFP.
Regional Directors have the authority to appoint from FO1 to Senior Fire Officer
IV in their respective Regional Offices. However, the age and/ or height waiver of FO1
applicants both in National Headquarters and Regional Offices may be granted only
by the Chief, BFP upon the recommendation of the BFP NHQ Personnel Selection
Board for Second Level Position (BFP NHQ PSB).
Conditions on waivers for initial appointment to the BFP:
a. Age and/ or height for initial appointment in the BFP may be waived when
the number of qualified applicants falls below the minimum vacancy/ quota;
b. Age waiver may be granted, provided, that the applicant shall not be more
than thirty-five (35) years of age.
Note: One is considered to be not over thirty-five (35) years old if he/ she
has not yet reached his/her thirty fifth (35) birthday on the date of effectivity
of his/ her appointment. Provided, further, that in case an applicant was
previously with the government service, the age difference when the number
of years in the government service 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; and
c. Height waiver may be granted to a male applicant who is at least 1 meter and
57 cm. (1.57 m) and to a female applicant who is at least 1 meter and 52 cm
(1.52 m).
Factors to be Considered for Grant of Waivers:
a. Membership in cultural minorities certified by the Office of the Muslim Af-

fairs (OMA) – National Level and National Commission on Indigenous Peo-
ple (NCIP) – National Level;
b. Outstanding accomplishments or possession of special skills in fire service,

such as firefighting, fire prevention, fire investigation, rescue and emergency
medical services. Certificates should contain the actual
c. Duties and functions of the applicants;
d. Driver with Professional Driver’s License with Restrictions 1, 2, 3;
46
c. Mechanic with TESDA Mechanic Trade Test Certificate; and
e. Other skills that will sustain the traditions/ other demands of the uniformed
service.
IV. COMPOSITION, DUTIES AND FUNCTIONS THE

TECHNICAL SCREENING COMMITTEE:
A technical Screening Committee at the BFP National Headquarters shall

be composed to assess the technical skills/expertise of FO1 applicants from
National Headquarters and Regional Offices with age and/or height waiver.
Chairman : Director for Operations

Vice Chairman : Director for Fire Safety and Prevention
Members : Chief, Health and Emergency Management
Chief, Intelligence and Investigation Division
Chief, Special Operations Division
Chief, Fire Suppression and Operations Division
Chief, Logistics and Engineering Division
Secretariat : Personnel Section
The Technical Screening Committee shall:
a. Set the criteria and the passing grade for Trade/ Skills Test;
b. Be responsible in the conduct of Trade/ Skills Test of applicants from Nation-

al Headquarters and Regional Offices with age and/ or height waiver who
possess technical skills/ expertise;
c. Issue a certificate of accreditation to applicants who will meet the passing

grade. The accreditation that will be issued by the committee suffices only as
justification for the grant of age and/ or height waiver but not as assurance of
employment in the BFP.
V. PROCEDURES:
a. FO1 applicants at the National Headquarters with age and/ or height waiver
who belong to cultural minorities shall submit appropriate proof of member-
ship from OMA and NCIP at the Human Resource Management Division
(HRMD), BFP National Headquarters. At the Regional Offices, the Regional
PSB, in a form of board resolution, shall submit to the HRMD, BFP National
Headquarters, the proof of membership in the cultural communities of the
applicants with age and/or height waiver. Only certificates issued by the Na-
tional Office of OMA and NCIP shall acknowledge. The Human Resources
Management Officer shall verify the authenticity of the submitted certificate
of membership.
47
b. The Regional PSB shall advise the applicant with age and/or height waiver
who possess technical skill to proceed to BFP National Headquarters to un-
dergo Trade Test and its subsequent accreditation. Likewise, applicants from
National Headquarters with age and/or height waiver who possess technical
skills/ expertise shall be endorsed by the BFP NHQ PSB to the Technical
Screening Committee for a Trade/ Skills Test.
c. Upon passing the Trade/ Skills Test, the Technical Screening Committee shall
issue a certification accrediting the technical skills/ expertise of the appli-
cants. The applicants shall then present said accreditation to the NHQ or
Regional PSB to justify their deficiencies.
d. The BFP NHQ shall prepare a resolution recommending to the Chief, BFP
the grant of age and/or height waiver to successful FO1 applicants.
e. Upon approval of the Chief, BFP, the Personnel Section, Human Resource
Management Division, BFP National Headquarters shall issue an appoint-
ment to the applicants from National Headquarters, provided that other re-
quirements are complied.
f. For the applicants from Regional Offices, the approved resolution will be
transmitted by the Human Resource Managements Office Division, BFP Na-
tional Headquarters to the Regional Offices. The Regional Human Resource
Management Division shall prepare and issue the appointment, provided
that other requirements are complied.
VI. PENALTY CLAUSE:
Applicants may be charged with criminal case if the documents submitted

are found to be dubious/ ambiguous.
VII. SEPARABILITY CLAUSE:
All memoranda, orders, SOPs, and circulars inconsistent with these

provisions are hereby rescinded, amended, and modified accordingly.
V111. EFFECTIVITY:
This Memorandum Circular shall take effect upon approval.
ENRIQUE C LINSANGAN, MPA, DPS

DIRECTOR (DSC) BFP
Chief, Bureau of Fire Protection
Date: 24 September 2008
48
REPUBLIC OF THE PHILIPPINES
DEPARTMENT OF THE INTERIOR AND
LOCAL GOVERNMENT
Francisco Gold Condominium II
Edsa Cor. Mapagmahal St., Diliman
Quezon City
June 21, 2011
CIRCULAR
NO. 2011-008
SUBJECT: GENERAL GUIDELINES IN THE RECRUITMENT

AND PROMOTION OF PERSONNEL IN THE
BUREAU OF FIRE PROTECTION (BFP) AND BUREAU
OF JAIL MANAGEMENT AND PENOLOGY (BJMP)
A. PREPARATORY STATEMENT
This Circular aims to provide a general policy on recruitment and promotion

in the BFP and BJMP thereby, promoting transparency and accountability,
and upholding the integrity of such personnel actions, with the end view of
enhancing professionalism and organizational effectiveness in the said bureaus.
B. SCOPE
This Circular shall apply to Recruitment and Promotion of personnel in the

BFP and BJMP.
C. LEGAL BASES
• Section 21, 22, 26 and 32, Book V of Executive Order No. 292, “Revised
Administrative Code of 1987”
• Sections 4 to 8 and 10 of Republic Act No. 9263, “Bureau of fire Protection and
Bureau of Jail Management and Penology Professionalization Act of 2004” and
its Implementing Rules and Regulations (IRR)
• CSC Memorandum Circular No. 40, s. 1998, “Revised Omnibus Rules on
Appointments and Other Professional Actions”
• CSC Memorandum Circular No. 15, s. 1999, “Additional Provisions
and Amendments to CSC MC #40, s. 1998 (Revised Omnibus Rules on
Appointments and Other Personnel Actions)”
• CSC Memorandum Circular No. 3, s. 2001, “Revised Policies On Merit
Promotion Plan”
49
D. BASIC PRINCIPLES
• The composition of the Personnel Selection and Promotion Boards (PSPBs)

at all levels per Department Order No. 2010-973 dated November 8, 2010
is hereby reiterated. It shall include representatives from the Office of the
Secretary (OSEC) and Non-Government Organizations (NGOs). The NGO
representatives shall sit as Observer in all deliberations of the Board.
• The allocation of recruitment quota shall be based on existing vacancies

and actual needs of operating units as determined by the concerned
Bureau. The distribution which shall be approved by the concerned PSB,
shall be strictly in accordance with the approved recruitment quota and
shall be submitted to the Secretary, thru Undersecretary for Peace and
Order, for his information and/or appropriate action prior to the start of
any recruitment process.
• All vacant positions shall be posted in the DILG and concerned Bureau’s
website in addition to the posting requirement under existing CSC rules
and regulations. Announcement of vacancies in the local tri-media and
educational institutions is encouraged.
• Personnel selection and promotion shall strictly observe the principle of

merit and fitness, and shall provide equal opportunities for employment
and career development.
• There shall be strict compliance with the prescribed selection criteria and
ranking system to ensure that key officers have ascendancy over their
subordinates and possess the highest standards of discipline and sense of
responsibility.
• Recruitment/promotion of JO1 to SJO4/FO1 to SFO4 and Non-Uniformed

Personnel shall be decentralized. Hence, vacant positions in the Regional
Offices shall be filled up from among the applicants who are residents of
the Regions concerned; however, in case of lack of qualified applicants,
those coming from the nearby regions shall be considered.
• The screening, assessment/evaluation of all the requirements including

the conduct of medical and neuro-psychiatric examinations shall be done
within the concerned region.
• The results in every stage of the recruitment and promotion process shall
be posted in the DILG and concerned bureau’s website and Bulletin
Boards.
50
• The Bureaus shall establish a clear, easy and accessible mechanism to
address complaints, protests and feedbacks arising from personnel actions.
• Compliance to this Circular and all other existing policies, rules and
regulations on personnel actions shall be strictly monitored.
E. GUIDELINES
RECRUITMENT (for Uniformed and Non-Uniformed, Lateral Entry)
• In addition to the posting/ announcement as required under existing CSC

rules and regulations, vacant positions shall be posted in the DILG and
concerned Bureau’s website and concerned office’s bulletin board not less
than ten (10) days before the start of the selection process. Announcement
in local tri-media and educational institutions, if necessary, is encouraged.
• Preference shall be given to those applicants from the region where

vacancies exist or recruitment quotas were allocated.
• Applicants shall submit one (1) folder containing his/her application

letter, Personal Data Sheet (PDS) and authenticated copies of credentials.
• If the applicant passed the stages of initial screening, written examination

and agility test, the concerned PSBs may require the submission of
additional folders from the applicants.
Applicants must meet the following assessment criteria and procedures before
they can be appointed to any position in the Bureau’s.
1. Initial Screening
Applicants must pass the initial Screening using the following mandatory
requirements:
• Education
• Eligibility
• Age Requirement (for uniformed not more than 30 years old; for
non-uniformed not more than 40 years old), subject to the rules and
regulations on the grant of age waiver
• Height Requirement (for Male – at least 1.62 meters; for female – at
least 1.57 meters), subject to the rules and regulations on the grant of
height waiver
• Clearances from Barangay, Police, Municipal Trial Court and NBI
Results shall be posted and applicants who qualified in the initial screening
shall be notified in writing for the written examination.
51
2. Written Examination
Written examination shall be administered by the concerned Bureau (NHQ/

Regional Offices) in the presence of DILG and NGO representatives. Each
Bureau shall come up with a standard examination for applicants in the NHQ
and in the Regional Offices.
Only those applicants who passed the written examination shall undergo the
next stage which is the Agility Test.
Results shall be posted and applicants who passed shall be notified in writing.
3. Agility Test (for Uniformed Personnel only)
The concerned Bureau’s Human Resource and Medical Personnel shall

conduct the agility test of qualified applicants in the presence of DILG and
NGO representatives.
Only those applicants who passed the Agility Test shall undergo the Panel
Interview.
Result shall be posted and applicants who passed shall be notified.
4. Panel Interview
The Panel Interview shall be conducted by the concerned Personnel Selection

and Promotion Board (NHQ/Regional Offices).
Only those applicants who passed the Panel Interview shall be subjected
to Background Investigation and shall undergo the Neuro-Psychiatric and
Medical Examinations.
Results shall be posted and applicants who passed shall be notified
5. Complete Background Investigation
The concerned Bureau shall conduct a comprehensive Background Investigation.
Results shall not be posted but must be submitted to the concerned Personnel
Selection Board.
6. Neuro-Psychiatric Examination
Neuro-Psychiatric Examination shall be conducted by the concerned Bureau’s In-house

Psychiatrist and Psychologist. In the absence of competent personnel, it shall be conducted
by any government accredited hospitals or diagnostic clinics within the Region.
52
List of applicants who passed shall be posted at the concerned Bureau’s bulletin
board.
7. Medical examination
Medical Examination shall be conducted by In-House Physician or any

government accredited hospitals or clinics/laboratories within the Region.
List of applicants who passed shall be posted at the concerned Bureau’s bulletin
board.
8. Work Experience
Work experience shall only be considered in rating applicants for lateral entry
and non-uniformed personnel.
9. Final Ranking of Applicants
Concerned Personnel Selection and Promotions Board (PSPB) shall convene,

deliberate and prepare the final ranking of applicants for submission to the
appointing authority. The appointing authority shall appoint only those who
passed all the stages of recruitment process and were included in the final
ranking prepared by the PSPB.
PROMOTION (for Uniformed and Non-Uniformed)
• Posting of vacant positions in the DILG and concerned Bureau’s website,

CSC bulletin and concerned office’s bulletin boards shall be done not less
done ten (10) days before the start of the selection process.
• Promotion for JO2 to SJO4/ FO2 to SFO4 and Non-Uniformed Personnel

shall be regionalized. Preference shall be given to those applicants coming
from the region where the vacancies exist and those qualified incumbents
who are not promoted for more than seven (7) years that they might be
affected by the provision on attrition per RA 9263.
• The concerned Regional director and the Director, Directorate for

Personnel, in case of vacancies at the NHQ, shall be responsible for
notifying in writing all next-in-rank to the vacant position.
• All qualified next-in-rank personnel must be notified in writing of the

vacant positions and must apply to be considered for promotion. Failure of
the next-in-rank personnel to apply shall be considered as a waiver on his
part, only for the particular promotion/position.
53
• Applicants shall submit one (1) folder containing his/her application letter,
updated Personal Data Sheet and authenticated copies of credentials.
Assessment for Promotion shall be conducted by the concerned PSPBs using

the following criteria/procedures:
Applicants for promotion must pass the Initial Screening using the following
Mandatory Requirements before they can be considered for the next stage:
• Education
• Eligibility
• Mandatory Trainings
• Neuro-Psychiatric and Drug Test
• Work Experience
2. Comparative Assessment
The concerned PSPBs shall conduct a comparative assessment of all applicants

for promotion who qualified in the initial screening. Comparative assessment
shall be done using the following criteria:
Criteria Points Allocation
Education 5-10
Trainings 5-10
Performance 10-15
Time-in-Grade 5-10
Length of Service 5-10
Physical Test 5-10
Written Examination 10-15
Panel Interview 10-15
Awards and Commendation 5-10
Designation 10-20
Both Bureau shall come up with their own system of allocating points for each
of the above criteria within the range as indicated above, provided that the total
points shall be 100%.
54
The concerned Personnel Selection and Promotions Board (PSPB) shall

convene, deliberate and prepare the final ranking of applicants for submission
to the appointing authority. The appointing authority shall appoint only those
who passed all the stages of promotion process and were included in the final
ranking prepared by the PSPB.
Final results/ranking shall be posted in the DILG and concerned bureaus’

website and bulletin boards.
F. GRIEVANCES/FEEDBACK MECHANISM
The Bureau shall revisit their grievance machinery to ensure that complaints,
protest and comments on recruitment and promotion are addressed immediately.
The revised grievance machinery shall be submitted to the Secretary within
three (3) months upon the effectivity of this Circular.
G. SANCTIONS
Regional Directors, Heads of Offices and other Officials who failed to strictly
comply with the provisions of this policy shall be relieved immediately and
shall be meted with appropriate sanctions after due process.
H. REPEALING CLAUSE
All office memoranda, orders and circulars inconsistent with the provisions of
this Circular are hereby amended and/or modified accordingly.
I. EFFECTIVITY
JESSE M. ROBREDO
Secretary
55
MEMORANDUM CIRCULAR
NUMBER__2012-004__
SUBJECT: POLICIES AND GUIDELINES IN THE RECRUITMENT,

SELECTION AND APPOINTMENT OF FIRE OFFICER 1
(FO1), NON-UNIFORMED PERSONNEL (NUP) AND
COMMISSIONED OFFICER VIA LATERAL ENTRY
IN THE BUREAU OF FIRE PROTECTION (BFP)
I. SCOPE
This Memorandum Circular shall cover applicants for Fire Officer 1 (FO1),
Non-Uniformed Personnel (NUP) in the National Headquarters (NHQs) and
Regional Offices (ROs) and Commissioned Officer via Lateral Entry in the
National Headquarters (NHQs).
II. OBJECTIVES
A. To establish the implementing policies and guidelines, and standard

procedures in the recruitment, selection and appointment of Fire
Officer 1 (FO1), Non-Uniformed Personnel (NUP) and Commissioned
Officer via Lateral Entry;
B. To promulgate equal opportunity to all qualified men and women for

appointment in the BFP; and
C. To ensure that all appointments are in accordance with the approved

guide-lines and existing rules and regulations.
III. DEFINITION OF TERMS
a. BFP Personnel Selection Board (PSB) – refers to National and

Regional Personnel Selection Boards created to screen, evaluate, and
recommend applicants for recruitment in accordance with established
policies and guidelines

56
b. Committee of Examiners – composed of selected BFP members tasked
to formulate questionnaires intended for the qualifying examinations.
c. Drug Test – a test or series of tests administered to applicants to

determine whether they are free or not free from use or abuse of any
regulated or prohibited drugs.
d. Eligible – a person who obtained a passing grade in any examination

administered by the Civil Service Commission (CSC) or other
authorized entities and whose name appears in the register of eligibles.
e. Fire Officer 1 (FO1) – the initial rank of appointment for Non-Officer

Rank (NOR) personnel in the BFP.
f. Hospital/ Clinics/ Laboratories – refers to any legitimate private or

public medical institution duly accredited by the Department of Health
(DOH).
g. Lateral Entry from the Outside – the process of appointing Officers

in the BFP which commence with the rank of Fire Inspector or Senior
Inspector as the case may be.

h. Merit Selection Plan – a policy created and administered in
accordance with the provisions of the CSC rules and standards. It
includes provisions designed for an unambiguous screening process
which may include tests of fitness.
i. Non-Uniformed Personnel (NUP) – refers to any civilian employee

in the BFP.
j. Original appointment – a warrant in writing extended by a

competent authority allowing the appointee or person who meets all
the requirements for initial appointment to the BFP to occupy the
position stated in the appointment and to perform the duties arising
from it, effective at a specified date or time and usually with a definite
compensation.
k. Outstanding Accomplishment – proven excellence in academic,

public service and volunteer work.
l. Personality traits – refer to the characteristics and ways or behaviors

that define the uniqueness of an individual.
m. Potential – refers to a person’s inherent capability to perform the

duties and functions of the aspired position.
57
n. Psychosocial attributes – refer to the psychological and social
characteristics or traits of a person. It denotes a person’s ideas, belief
or individual perception.
o. Psychological and/or Neuro-Psychiatric Test – a test designed to

determine whether or not the applicant suffers from any mental or
psychological disorder.
p. Physical and Medical/Dental Examination – the series of examination

under-taken to completely determine whether the applicant is in good
health condition.
q. Physical Agility Test – a test designed to determine whether the

applicant possesses the required coordination, strength and speed of
movement necessary for the service.
r. Recruitment – the process of attracting potential applicants who have

the mini-mum qualifications to fill up vacant positions in the BFP.
s. Regional Personnel Selection Board (RPSB) – the regional committee

counter-part of the BFP NHQ PSB.
t. Selection – the systematic method of determining the best qualified

applicant for the position based on merit and fitness.
u. Waiver – the act of foregoing the minimum requirements for applicants,

subject to conditions provided for under this Circular.
IV. POLICIES
a. Recruitment for the rank of Fire Officer 1 (FO1) and Non- Uniformed
Personnel (NUP), and Promotion via Lateral Entry shall be opened to
all qualified applicants based on the principle of merit and fitness;
b. There shall be no discrimination in the recruitment, selection,

promotion and appointment on account of gender, religion, ethnicity
or political affiliation;
c. Applicants, who are competent, qualified and possess the required

maximum requirements shall be considered for appointment. The
status of appointment in the BFP shall be temporary until completion
of the mandatory course/training set for a definite position;
d. All candidates shall be screened by the PSB. The Board shall be

responsible for evaluating the qualifications and competencies of all
applicants fairly and consistently;
58
e. Recruitment and hiring of Fire Officer 1 (FO1) and Non-Uniformed
Personnel (NUP) shall be decentralized. Vacant positions in the NHQs
and ROs shall be filled up from among the applicants who are residents
of the regions concerned. However, in case of lack of qualified
applicants, those coming from the nearby regions shall be considered;
f. The screening, assessment, and evaluation of all the requirements

including the conduct of qualifying written examination, physical
agility test, physical and medical/dental examinations to include the
neuro-psychiatric examinations, shall be done within the concerned
region;
g. The Regional Director shall facilitate the provision of a testing center

where the qualifying examination is to be conducted, taking into
consideration the accessibility of the applicants to the place or testing
center; and
h. The age, height and weight requirements may be waived only when
the number of qualified applicant falls below the quota or number of
vacancies. Applications for waiver may be approved by the appointing
authority through the recommendation of the concerned PSB taking
into consideration any or a combination of factors specified in Section
VIII of this Circular.
V. IMPLEMENTING RULES AND PROCEDURES
a. The Personnel Selection Board (PSB) shall be composed of the

following:
National Headquarters
Chairperson : Deputy Chief for Administration

Vice-Chairperson : Chief Directorial Staff
Members : All Directors for Directorates
: Bureau Chaplain
: Representatives from the Office of the
Secretary, DILG.
Secretariat : Office of the Director for Personnel
Regional Offices
Chairperson : Regional Director or Authorized

Representative preferably a ranking
Officer
Members : Chief of Administrative Division
Chief of Operations Division
59
Chief of Financial Management Division
Non-Officer Rank Representative
Secretariat : Personnel Section

Representatives from a Non-Government Organizations (NGOs) shall
be invited as observers during Board Deliberations.
The Board shall be responsible in the preliminary/ initial evaluation

of applicants in their respective regions, taking into account the
mandatory and/ or minimum requirements prescribed in this circular.
b. The allocation of recruitment quota shall be based on existing vacancies

and actual need of operating units/ NHQs as determined by the
respective Regional Directors, to be consolidated by the Personnel
Records Management Division (PRMD), and for the approval of the
Chief, BFP. The distribution list, which shall be approved by the
concerned PSB shall be strictly in accordance with the approved
recruitment quota and shall be submitted to the Secretary, thru USPO,
for his information and/or appropriate action prior to the start of any
recruitment process;
c. All vacant positions marked for filling, Quota for Recruitment (QR),
and the Program Distribution List (PDL), shall be published in
accordance with Republic Act 7041 (Publication Law) in addition to
the posting requirements under the existing CSC rules and regulations.
The selection line-up of qualified applicants shall likewise be posted
in the DILG and the BFP NHQs and ROs websites and in three (3)
conspicuous places within their respective Areas of Responsibility for
the duration of ten (10) calendar days.
c.1. Position held by a temporary appointee, for whatever cause,

shall be deemed vacant and subject for regular publication until
filled up by a qualified applicant, except for non-compliance
of mandatory training within one (1) year reckoning from the
date of appointment. Unjustified and/or deliberate failure of the
appointee to undergo the mandatory training within the given
period shall forthwith consider his position vacant and hence,
subject for replacement; and
c.2. It shall be the duty of the Chief, Career Development Division

(CDD, NHQ) to evaluate and issue a certification on grounds
of unjustified and/or deliberate failure of an appointee to
undergo the mandatory training within the prescribed period.
Such issuance shall serve as basis for the RAO and PRMD to
announce the position vacant.
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d. The concerned PSB shall determine the final ranking of applicants to
be recommended for appointment and for approval of the appointing
authority. To ensure proper documentation of proceedings, the records
of the concerned PSB shall be available for inspection when required
by appropriate authorities;
e. Once the list of qualified applicants is approved, the appointment forms

(KSS Porma Blg. 33) shall be prepared by the concerned RAO and
HRMD in three (3) copies. Upon approval of the appointing authority,
a photocopy of appointment shall be initially issued to the appointee,
pending attestation by the CSC;
f. The appointment shall be acknowledged and accepted by taking

and signing the Oath of Office (Panunumpa sa Katungkulan). An
appointment issued by the appointing authority and attested by the
CSC shall be effective upon actual assumption of duty, but not earlier
than the date of signing of appointment.
g. As an internal personnel action and for record purposes, as soon as

the appointment is approved/signed by the appointing authority and
attested by the CSC, the Directorate for Personnel shall issue an order
announcing the appointment of the new appointees in the BFP. The
announcement order shall be posted in at least three (3) conspicuous
places at the NHQs, regional, provincial and/or city/municipal fire
offices and in the DILG and BFP websites and bulletin boards.
VI. GENERAL QUALIFICATIONS FOR APPOINTMENT
a. A citizen of the Republic of the Philippines;

b. A person of good moral character;
c. Must have passed the psychiatric/ psychological, drug, and physical
tests for the purpose of determining his/ her physical and mental health;
d. Must not have been convicted by final judgment of an offense or crime
involving moral turpitude;
e. Fire Officer 1 (FO1) Applicant must possess the following:
> Must possess the appropriate civil service eligibility;

> Must not have been honorably discharged or dismissed for case
from previous employment;
> Must be at least one meter and sixty two (1.62m) height for
male, and one meter and fifty seven centimeters (1.57 m) for
females: however, a waiver for height and age requirements shall
be automatically granted to applicants belonging to the cultural
communities;
> Must weigh no more or less than five (5) kilograms (5kgs) from the
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standard weight corresponding to his/her height, age, and sex; and
> Must not be less than twenty one (21) nor more than thirty (30)
years old on the date of actual assumption of duty/ oath of office.
Note: One day before the 21st birthday is less than 21 years of
age (21 years of age must be exactly on 21st birthday) and
three-hundred sixty-four days after the 30th birthday, not
being 31, is not more than but still 30 years of age (31 years
of age is on the 31st birthday)
f. Non-Uniformed Personnel (NUP) Applicants must possess the minimum

requirements based on the approved Qualification Standards (QS) which
involve education, training, work experience and appropriate eligibility
set forth by the Civil Service Commission (CSC);
g. Applicants for Lateral Entry Promotion must possess highly specialized

and technical qualification such as, but not limited to, civil engineers,
mechanical engineers, electrical engineers, chemical engineers, chemists,
architects, criminologists, certified public accountants, nurses, physical
therapists, dentist, teachers, computer programmers, law graduates,
doctors of medicine, members of the Philippine Bar, and Chaplains; and
h. Graduates of the Philippine National Police Academy (PNPA) shall be

automatically appointed to the initial rank of Fire Inspector.
VII. GUIDELINES FOR RECRUITMENT/ HIRING
1.1 Applicants shall submit one (1) folder containing his/her

Application Letter, duly filled- out Personal Data Sheet (PDS) and
Authenticated copies of credentials mentioned in Sec VI hereof;
1.2 The concerned RAO or HRMD shall conduct preliminary/ initial

screening of applicants’ documents based on the following
mandatory requirements:
a. Education
b. Eligibility
c. For Fire Officer 1 (FO1) and Lateral Entry Applicant:
> Age requirement (not more than 30 years old), subject to
the rules and regulations of the height waiver; and
> Height requirement (for male - at least 1.62 m; for female
- at least 1.57 m, subject to the rules and regulations on
the grant of height waiver.
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d. Clearances issued by the concerned Barangay, Police,
Municipal Trial Court and National Bureau of Investigation
(NBI).
1.3 The Regional EMS shall facilitate the initial assessment of applicant
based on the required height and weight as stipulated in Section
VI.(e).
1.4 The PSB in the ROs and the HRMD in the NHQ, shall prepare a
matrix containing the list of applicants based on the result of the
preliminary screening, and submit a copy of its final Selection
Line-up of Qualified Applicants to the office of the Director
for Personnel (ODP) for posting in the DILG and the BFP NHQ
websites, and in three (3) conspicuous places for the duration
of ten (10) calendar days. The respective RPSBs shall likewise
strictly observe the said posting requirement for a more transparent
selection process; and
1.5 Notification in writing shall be made to all applicants who failed

and to those who qualified for the next stage, which is the written
qualifying examination.
1.6 Failure of the applicants to present themselves for the said

examination shall mean waiver of their opportunity to be qualified
for the aspired position.
2. Written examination
2.1. The written examination shall be 40% of the corresponding maximum

percent-age points. The standard questionnaire to be utilized for
the written examination shall be formulated by the Committee
of Examiners in the NHQ, which shall be avail-able upon formal
request of the concerned PSB. It shall be sent by the ODP to the
RD and/or to a PSB member, preferably a DILG member who shall
have custody and charge of facilitating the opening of the sealed
questionnaires during the scheduled examination;
2.2. The examination shall be administered by the concerned PSB, in

the presence of the representatives from DILG, NGO and priest
or chaplain;
The concerned PSB shall convene for the checking of examination

papers/ booklets, which shall be done in the respective ROs;
2.3. The final result shall be endorsed to the RAO/ HRMD who shall cause
the posting, announcement, and notification of successful examinees;
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2.4. Only applicants who passed the written examinations shall
proceed to the next stage, which is the Physical Agility Test.
3. Physical Agility Test

3.1. Prior the conduct of Physical Agility Test, initial physical
assessment (blood pressure, heart rate, pulse rate) shall be
conducted to applicants by the concerned BFP Medical Officers;
3.2 The RAO or HRMD shall conduct the physical agility test in the
presence of BFP Medical Officer/s;
3.3 The following percentage systems shall be used during the test:
Minimum Total
Passing : 100%
Men : 70%
Women : 50%
a. 7 pull ups
b. 25 push ups
c. 36 sit-ups
d. 100m run
Men Women
17.0 sec or less = 18% 19.0 sec or less = 18%
17.1 to 18.0 sec = 15% 19.1 to 20.0 sec = 15%
18.1 to 19.0 sec = 12% 20.1 to 21.0 sec = 12%
19.1 and over = 0% 21.1 and over = 0%
e. Pick–up and carry on shoulder (45 kilograms for men, 20 kilo-

grams for women) walking 25 meters up and down, without
dropping) = 18%
3.4 The concerned RAO or HRMD who conducted the test shall
finalize the result thru a matrix taking into account the ranking of
all applicants, and submit the same to the PSB; and
3.5 Applicants who passed and failed in the test shall be notified in
writing.
4. Panel Interview
4.1The oral examination shall be 60% of the corresponding maximum

percentage points based on the following criteria:
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4.1.1. Potential (physical and intellectual attributes) 30%
4.1.2. Psychosocial Attributes 20%
4.1.3. Personality Traits 10%
Total 60%
4.2 The Panel Interview shall be conducted by the concerned PSB;
4.3 Applicants are required to bring seven (7) sets of documents

enumerated in Section VII-1.2 hereof ;
4.4 Only those applicants who passed the Panel Interview shall be
subjected to Background Check.
5. Complete Background Investigation (CBI)
5.1.The PSB through the Intelligence and Investigation Division (IID)

(NHQ) and Regional Intelligence Branches (RIB) of the BFP shall
conduct a comprehensive Background Investigation within two to
three weeks to verify the authenticity of the submitted documents
and to check the personal background of the applicants;
5.2 The concerned IID/ RIB shall endorse and submit a certified result
of the CBI directly to the PSB; and
5.3 Only those who have passed the CBI shall undergo the Neuro-
Psychiatric examination.
6. Neuro-psychiatric Examination (NPE)
6.1.The list of applicants due for Neuro-psychiatric Examination

(NPE) shall be endorsed by the PSB to the in-house psychiatrist/
psychologist or if none, to the government accredited hospitals
or diagnostics clinic within the region, to undergo the said
examination; and
6.2.The persons responsible for the conduct of NPE shall endorse the
certified result directly to the PSB concerned. List of applicants
who passed the NPE shall be posted in the BFP website and
respective bulletin boards.
7. Medical Examinations (ME)
7.1.Medical Examinations (ME) shall be conducted by any hospital or

clinics or laboratories within the region;
65
7.2.Applicants who will undergo Medical/ Dental Exam including Drug
Test and other pertinent laboratory examinations shall be formally
endorsed by the PSB to the designated BFP Medical Officers who
shall make proper coordination and constant supervision with any
accredited medical institution during and after the con-duct of
ME.
7.3.Results of ME shall be forwarded by the concerned medical

institution/s to the designated BFP Medical Officers who shall
then make direct evaluation and confirmation of the completeness
of the ME prior its endorsement to the concerned PSB; and
7.4.Applicants who failed and/ or found to be physically and mentally

unfit shall be excluded in the final ranking of applicants.
8.1 Concerned PSB shall convene, deliberate and prepare the final
ranking of applicants through a resolution signed by all PSB
members, for subsequent recommendation to the appointing
authority. The appointing authority shall appoint only those who
were included in the final ranking prepared by the PSB;
8.2 Final result/ranking shall be posted in the DILG and BFP website
and respective bulletin boards; and
8.3 All appointments made by the appointing authority must be posted

in three (3) conspicuous places in their respective AORs, a day
after the issuance of the appointment for at least fifteen (15)
calendar days. It shall likewise be posted in the DILG and BFP
website and bulletin boards as required under existing CSC rules
and regulations.
VIII. WAIVER FOR INITIAL APPOINTMENT AS FIRE

OFFICER 1 (FO1) AND COMMISSIONED OFFICER
VIA LATERAL ENTRY IN THE BFP
1. 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 National Commission
on Indigenous People (NCIP) or the Office of the Muslim Affairs
(OMA;)
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2. In all other cases, as may be determined and upon recommendation
of the PSB, waiver of age and height requirements may be granted
by the C, BFP to applicant who possess any of the following:
1.1 Outstanding scholastic accomplishments, such as being

honor graduates, consistent academic scholars, board/ bar
topnotchers and the like;
1.2 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;
1.3 Holder of professional driver’s license with 2 and 3

restriction codes;
1.4 Mechanic with TESDA mechanic trade test certificate with

expertise in pump operation, auto diesel engine and auto
electrical troubleshooting; or
1.5 Other skills that will sustain the tradition/ other demands of
the uni-formed service.
3. 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.
* One is considered to be not over thirty-five (35) years old if he/

she has not yet reached his/ or her thirty-sixth (36th) birthday on
the date of the effectivity of his/ her appointment; Provided that
in case an applicant was previously in the government service,
the age difference as to 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 a
cause;
4. Waiver of height under Section 2 paragraph B 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); and
5. The height and age requirements shall only be waived subject

to the conditions that the applicant meets all other requirements
based on the approved qualification standards.
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IX. REEMPLOYMENT OF SEPARATED BFP MEMBER
A BFP member who had been separated for non-disciplinary causes

may be reemployed provided he/she meets the minimum requirements
prescribed in Section VI of this Circular, except for age requirement
wherein subject applicant for reemployment must have a cumulative
service with the BFP of not less than twenty (20) years of service computed
at compulsory retirement age of fifty six (56).
Priority is given to those who had completed the mandatory training or its
equivalent.
X. SANCTIONS
Regional Directors, Heads of offices and other officials who failed

to strictly comply with the aforementioned provisions shall be relieved
immediately and shall be meted with appropriate sanctions after due
process.
XI. SEPARABILITY CLAUSE
All memoranda, orders, SOP’S and circulars inconsistent with these

provisions are hereby rescinded, amended, and modified accordingly.
XII. EFFECTIVITY:
SAMUEL R PEREZ, CEO VI

CSUPT (DSC) BFP
Officer-in-Charge/
Deputy Chief for Administration
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_________________
Date
MEMORANDUM CIRCULAR
NUMBER 2020-025
INTERIM GUIDELINES ON APPOINTMENTS AND OTHER HUMAN

RESOURCE ACTIONS IN THE BUREAU OF FIRE PROTECTION (BFP)
FOR THE PERIOD OF STATE OF CALAMITY DUE TO COVID-19
PANDEMIC
I. REFERENCES
1. Civil Service Commission (CSC) Memorandum Circular No. 14, s. 2020,

re: Interim Guidelines on Appointments and Other Human Resource
Actions for the Period of State of Calamity Due to COVID-19 Pandemic;
2. Proclamation No. 929, series of 2020, re: Declaring a State of Calamity

Throughout the Philippines Due to Coronavirus Disease 2019 (COVID-19);
and
3. BFP Merit Selection Plan dated 30 April 2018.
4. Memorandum Circular Nos. 2020-015 and 2020-017 dated 27 May and 16

June 2020, respectively.
II. SCOPE
This policy shall supplement BFP Memorandum Circular No. 2020-015 dated 27
May 2020; re: Policy on Recruitment of Fire Officer I, Non-Uniformed Personnel (NUP)
and Lateral Entry in the Bureau of Fire Protection (BFP) During Coronavirus Disease
69
2019 (COVID-19) Post-Community Quarantine and BFP Memorandum Circular No.
2020-017 dated 16 June 2020; re: Policy on Promotion of Non-Commissioned Officers
(FO2 to SFO4) and Non-Uniformed Personnel (NUP) in the Bureau of Fire Protection
(BFP) During the Occurrence of Related Infectious Disease and Similar Cases. It shall
cover the recruitment, promotion and other human resource actions in the Bureau of
Fire Protection (BFP) for the period of State of Calamity due to COVID-19 Pandemic.
III. RATIONALE
The World Health Organization (WHO) has declared the 2019 Novel
Coronavirus (nCoV) as Public Health Emergency of International Concern (PHEIC),
that would require adoption of measures to avert the threat in all workplaces in the
public sector (CSC Resolution No. 2000659 promulgated on 08 July 2020).
President Rodrigo R. Duterte declared a State of Public Health Emergency

throughout the entire Philippines through Proclamation No. 922 dated March 8,
2020. Moreover, pursuant to Proclamation No. 929 dated March 16, 2020, President
Duterte declared the Philippines under State of Calamity.
Section III. (General Guidelines), item 2 of CSC Memorandum Circular No.

14, s. 2020 specifically states that:
“Agencies shall adopt internal guidelines that will allow for online recruitment
and selection processes such as online competency assessments, video
conferencing for interviews and HRMPSB deliberations.
The CSC RO and CSC FO concerned shall be furnished a copy of said internal
guidelines for records purposes.”
Further, Section III. (General Guidelines), item 3 of CSC Memorandum

Circular No. 14, s. 2020 provides that:
“Agencies shall adopt internal rules to ensure that the electronic signatures are
secured and validated. Said rules on electronic signatures shall be included
in the agency internal guidelines as stated in Item No. 2 of these interim
guidelines.”
In light of the foregoing and in compliance with CSC Memorandum Circular

No. 14, s. 2020, the BFP deemed it necessary to promulgate interim guidelines
which lay down the parameters on appointment processes and other human resource
actions during the period of state of calamity throughout the country.
70
IV. OBJECTIVES
1. To establish interim guidelines specifying the parameters on appointment

processes and other human resource actions in the BFP during the period
of State of Calamity due to COVID-19 pandemic.
2. To adhere to the Inter Agency Task Force for the Management of Emerging
Infectious Diseases (IATF-MEID) and Department of Health (DOH) protocols
and to ensure the safety of BFP personnel as well as applicants thereby
avoiding COVID-19 and other emerging infectious diseases in the conduct of
recruitment, promotion and other human resource actions in the BFP.
V. GUIDELINES
1. PUBLICATION AND POSTING OF VACANT POSITIONS
a. The nine (9)-month validity period of publication pursuant

to Section 29 of the 2017 ORAOHRA, as amended, shall
be extended for the period equivalent to the duration of the
Enhanced Community Quarantine (ECQ) or Modified Enhanced
Community Quarantine (MECQ) imposed in the area where the
agency is located, reckoned from the date of its lifting. The period
covered by the ECQ/MECQ shall not be included in the counting
of the nine-month validity period of publication. If the vacant
position is not filled-up within the said extension, the BFP has to
cause its re-publication and posting pursuant to the said section.
b. The submission of the electronic copy of the Request for

Publication of Vacant Positions (CS Form No. 9, Revised 2018) to
the Civil Service Commission Field Office (CSC FO) concerned
through electronic mail (e-mail) shall continue. The electronic
copy received by the CSC FO concerned shall be forwarded
to the Civil Service Commission Regional Office (CSC RO)
concerned which shall publish the same in the CSC Bulletin of
Vacant Positions in the Government in the CSC Website. The
corresponding hard copy shall be submitted to the CSC FO
concerned within sixty (60) calendar days after the lifting of the
ECQ/MECQ, for reference and records purposes.
c. The posting of the list of vacancies in three (3) conspicuous places

is suspended during the period of the ECQ/MECQ. Publication/
71
posting in the CSC, the BFP website or its social media platforms,
other job search web engines and radio announcements would
suffice.
2. RECRUITMENT FOR FIRE OFFICER 1 (FO1) AND LATERAL

ENTRY RECRUITMENT AND PROMOTION OF NON-
UNIFORMED PERSONNEL (NUP)
Coordination with the Civil Service Commission with regard to the

documentary requirements and implementation of existing standards and
advisories provided by the Directorate for Personnel (DP), BFP National
Headquarters for the BFP Recruitment Orientation Program shall be
ensured by the BFP ROs.
A. Initial Screening and Evaluation of Applications
1. Personal applications or via official email account and Facebook account

shall be accepted. Only the Administrative Officer and staff can open and
manage the said official accounts.
2. The BFP ROs shall develop their mechanism in the screening and
evaluation of applications.
3. The following scanned documents in pdf format in 1 folder file shall be sent
through e-mail/ messenger and shall be arranged with table of contents:
For FO1 applicants:

a. Application Letter indicating the position applied for;
b. Handwritten/Computerized Personal Data Sheet (PDS) (Revised 2017).
Print entries using Black Ballpen. Do not use sign pen;
c. Authenticated copy of the following documents:
i. Service Record (for previous government employees);
ii. Transcript of Records and College Diploma;
iii. Certificate of Second Level Eligibility from CSC/PRC;
iv. Certificate of Waiver (for applicants with Age and/or Height
deficiency/ies);
v. Photocopy of the following documents:
vi. Certificate of Live Birth issued by Philippine Statistics Authority
(PSA);
vii. PSA copy of Marriage Certificate (if applicable);
viii. Barangay, Mayor, Police, National Bureau of Investigation
72
(NBI), Regional Trial Court (RTC), and Municipal Trial Court
(MTC) Clearances.
For Lateral Entry applicants:

a. Application Letter;
iv. Latest appointment (if applicable);
v. Service Record (if applicable);
vi. Latest Two (2) Consecutive semesters Individual Performance
Commitment Review (IPCR) rating;
vii. Certificate of Trainings/ Seminars and Awards and
Commendations; and
d. Clearances:
Civilian applicants - (1) Barangay, (2) Mayor, (3) Police, (4)
NBI, (5) RTC, (6) MTC; and (7) Ombudsman – for government
employees only;
BFP personnel - (1) IAS; and (2) Ombudsman.
For Lateral Entry via Bachelor of Science in Public Safety (BSPS):

a. Handwritten/Computerized Personal Data Sheet (PDS) (Revised 2017).
b. Authenticated Copy of Transcript of Records and College Diploma;
iv. Latest appointment (if applicable);
v. Service Record (if applicable);
d. Original copy of the following documents:
i. Certificate of Live Birth issued by Philippine Statistics Authority
(PSA); and
ii. NBI Clearance.
For NUP applicants (entry):

a. Application Letter indicating the plantilla position applied for;
73
iv. Certificate of Trainings/ Seminars
d. Photocopy of the following documents:
i. Certificate of Live Birth issued by Philippine Statistics Authority
(PSA);
ii. PSA copy of Marriage Certificate (if applicable)
iii. PSA copy of Marriage Certificate (if applicable);
iv. Barangay, Mayor, Police, National Bureau of Investigation
(NBI), Regional Trial Court (RTC), and Municipal Trial Court
(MTC) Clearances.
For NUP applicants (promotion):

a. Application Letter indicating the plantilla position applied for;
c. Work Experience Sheet (CS Form No. 212 Attachment)
d. Authenticated copy of the following documents:
i. i. Transcript of Records and College Diploma;
ii. ii. Certificate of Second Level Eligibility from CSC/PRC;
iii. iii. Latest appointment (if applicable);
iv. iv. Service Record (if applicable);
v. v. Latest Two (2) Consecutive semesters Individual
Performance Commitment Review (IPCR) rating;
vi. vi. Certificate of Trainings/ Seminars and Awards and
Commendations;
vii. vii. Service Record (for previous government employees);
e. Photocopy of IAS and Ombudsman Clearances.
1. BFP ROs shall ensure the authenticity of the applicant’s documents.
a. In case applicants cannot provide the authenticated documents, the BFP

ROs shall require them to execute Affidavit of Undertaking specifying that
the deadline of submission of required documents shall be on or before the
Oath Taking Ceremony.
b. BFP ROs shall facilitate the request for eligibility validation to the
Regional PRC and Regional CSC.
74
c. All clearances, except for NBI clearance, may be submitted in accordance
to the deadline set by the BFP ROs. NBI clearance is a must.
B. Medical/Physical/Dental Examinations
1. Conduct of medical/physical/dental examinations shall be in accordance

with VII.A.3 (b-g) of the BFP Merit Selection Plan. High degree of
precautionary safety measures shall be observed by the medical doctors
and personnel conducting the said examinations.
2. Panoramic X-ray and size 2R extra and intra oral photos shall be submitted.
For those regions with no available Dental Clinic providing extra and intra
oral photos, dentist-assisted picture and the like shall suffice.
3. Results shall be submitted via official e-mail account and Facebook

account of the Health Services/Regional Health Services.
C. Qualifying Written Examination (QWE)
1. The conduct of QWE is temporarily suspended. Provided, appropriate

resolutions and deliberations of the Regional Human Resource Merit
Promotion and Selection Board (RHRMPSB) is approved and forwarded
to the National Headquarters.
D. Physical Agility Test (PAT) for FO1 and Lateral Entry
1. PAT is conducted for a maximum of seven (7) days. The ROs shall
provide venues to accommodate applicants/passers of QWE and can be
done simultaneously in different venues as long as there is enough BFP
personnel to oversee the said activity.
2. Donning of PPE and Hose Carry events shall be temporarily removed

from the Physical Agility Test. The assessment shall include the upper
extremities, middle extremities, and lower extremities of applicants as
shown in the score card in annex A.
3. The passing score for both male and female applicants is seventy-five (75)
points. Only those passers of Physical Agility Test shall be allowed to
proceed for the succeeding activities of the hiring and selection process.
75
E. Panel Interview (PI)

1. Panel interview shall be conducted online via go to meeting, zoom or any
other video applications.
2. Qualified applicants shall be notified in advance before the scheduled

virtual interview.
F. Complete Background Investigation (CBI)
Existing policy on the conduct of CBI shall be observed.
G. Neuro-Psychiatric Examination and Drug Test (NPE/DT)

Existing policy on the conduct of Neuro-Psychiatric Examination and Drug
Test shall be followed. The ROs shall give at least one (1) week time for the said
examination.
3. PROMOTION OF NON-COMMISSIONED OFFICERS (FO2 - SFO4)
A. Initial Screening and Evaluation of Applications
1. Applicants shall submit scanned copy of the pertinent documents through

official e-mail account and Facebook account of ROs and Promotion
Section, HRMD in the BFP National Headquarters Provided, that the
authenticity of submitted documents shall not be compromised.
2. The BFP ROs are directed to develop their mechanism in the submission,
screening and evaluation of applications.
3. The following scanned documents in pdf format in 1 folder file shall be

sent through e-mail/facebook messenger:
a. Application Letter
b. Duly Accomplished Handwritten/Computerized Personal Data Sheet
(Revised 2017);
c. Work Experience Sheet (CS Form No. 212 Attachment)
d. Authenticated copy of the following documents:
i. Transcript of Records and College Diploma;
ii. Certificate of Second Level Eligibility from CSC/PRC;
76
iii. Service Record;
iv. Latest Two (2) Consecutive semesters of Individual Performance
Commitment Review (IPCR) rating
e. Photocopy of the following documents:

i. Certificate of Trainings and Seminars;
ii. Medals/Awards/Commendations; and
iii. Clearance/s:IAS/RIAS
4. Promotion Section/BFP ROs/staff shall ensure the authenticity of

submitted documents.
5. In case the applicant could not submit the authenticated documents on

the specified deadline, he/she shall execute an affidavit of undertaking to
submit on or before the scheduled oath taking.
B. Drug Test, Neuro-Psychological, Medical, Dental and Physical Examinations
Drug test, neuro-psychological, medical, dental and physical examinations

are temporarily removed from the promotion process.
C. Panel Interview (PI)
1. Panel interview shall be conducted online via go to meeting, zoom or

any other video applications.
2. Qualified applicants shall be notified in advance before the scheduled

virtual interview.
4. ISSUANCE OF APPOINTMENT
a. Appointing Authorities, including the Human Resource Management

Officers (HRMOs) and HRMPSB Chairpersons, are allowed to affix
their electronic signatures on copies of appointments provided that
a certification by the head of agency (Annex A) on the use of their
electronic signatures, which shall include the specimen signatures, is
submitted to the CSC RO through the CSC FO concerned.
b. The Regional Directors shall certify the electronic signatures of

HRMOs and HRMPSB Chairpersons in their respective ROs.
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5. OATH TAKING CEREMONY
The Oath Taking Ceremony shall be done in accordance with the IATF-
MEID protocols.
6. SUBMISSION OF APPOINTMENT
a. The BFP NHQ and BFP ROs shall be allowed to submit to the CSC
FO concerned through e-mail the appointments issued together with
the Appointment Transmittal and Action Form (ATAF) including the
requirements for regular appointments pursuant to Sections 4 and 5 of
the 2017 ORAOHRA, as amended, within thirty (30) calendar days
from the date of issuance of the appointments.
b. Within sixty (60) calendar days upon the lifting of the ECQ/MECQ
by proper authorities, the BFP NHQ and BFP ROs shall submit the
hard copies of the appointments, ATAF and requirements for regular
appointments pursuant to Sections 4 and 5 of the 2017 ORAOHRA,
as amended, which were e-mailed during the community quarantine.
7. ASSUMPTION TO DUTY
a. The appointee whose appointment was issued or takes effect during

the effectivity of the ECQ/MECQ shall be allowed by the appointing
authority to assume office as soon as the appointee takes his/her oath
of office.
b. The administration of oath of office may be done through virtual

modes such as video conferencing provided that the appointee shall
be furnished with a copy of his/her appointment through e-mail and
that he/she shall acknowledge receipt of the appointment by affixing
his/her electronic signature, if possible, or through e-mail/SMS.
c. If the appointee has taken his/her oath of office and assumed the duties
of the position, he/she shall be entitled to receive his/her salary at
once without awaiting the approval/validation of his/her appointment
by the CSC.
8. CSC ACTION ON APPOINTMENTS
Appointments submitted through e-mail may be approved/validated if the appointee

meets the qualification standards of the position with the following conditions:
78
a. Subject to revalidation upon submission of the original copies of the
appointment, plantilla of position, and other supporting documents
stated under Sections 4 and 5 of the 2017 ORAOHRA, as amended.
b. Subject to official verification of civil service eligibility issued by the

duly authorized agency (for appointee’s civil service eligibility not
previously verified).
9. OTHER HUMAN RESOURCE ACTIONS
Probationary Period
a. Pursuant to CSC Memorandum Circular No. 14, s. 2020, the

imposition of the ECQ/MECQ/general community quarantine
shall not extend the probationary period of the probationers
who are performing their functions through the alternative work
arrangements adopted by the agency.
b. For those who are not involved in any of the alternative work
arrangement since their work depends solely on office operations
which could only be performed onsite, their probationary period
shall be extended for the same period of the ECQ/MECQ/GCQ.
VI. REPEALING CLAUSE
All office memoranda, orders, and circulars inconsistent with the

provisions of this circular are hereby amended or modified accordingly.
VII. EFFECTIVITY
This Memorandum Circular shall take effect immediately and shall remain
in force until the State of Calamity has been lifted by the President of the
Philippines.
JOSE SEGUNDO EMBANG JR

DIRECTOR (DSC)
Chief, BFP
79
ANNEX A
PHYSICAL AGILITY TEST SCORE CARD
UPPER EXTREMITIES
PULL-UP/HANGING LIKE A BAT (20 Points)
MALE FEMALE
7 & up 20 points PULL-UP
6 18 points 3 & up 20 points
5 15 points 2 14 points
4 12 points 1 7 points
3 9 points HANG LIKE A BAT
2 6 points 180 sec and up 20 points
1& below 3 points 150 sec 17 points
120 sec 13 points
90 sec 10 points
60 sec 7 points
30 sec & below 4 points
PUSH-UP (15 Points)
MALE FEMALE
40 & up 15 points 35& up 15 points
35-39 13 points 30-34 13 points
30-34 11 points 25-29 11 points
25-29 9 points 20-24 9 points
9 & below 0 4& below 0
80
MIDDLE EXTREMITIES
SIT UP (15 Points)
MALE FEMALE
40 & up 15 points 35 & up 15 points
35-39 13 points 30-34 13 points
30-34 11 points 25-29 11 points
9 & below 0 4 & below 0
FLATTER KICK (15 Points)
MALE FEMALE
4 x 40 & up 15 points 4 x 35 & up 15 points
4 x 35-39 13 points 4 x 30-34 13 points
4 x 30-34 11 points 4 x 25-29 11 points
4 x 25-29 9 points 4 x 20-24 9 points
4 x 20-24 7 points 4 x 15-19 7 points
4 x 15-19 5 points 4 x 10-14 5 points
4 x 10-14 3 points 4 x 5-9 3 points
4 x 9 & below 0 4 x 4 & below 0
81
LOWER EXTREMITIES
100-METER DASH (15 Points)
MALE FEMALE
12 sec or less 15 points 15 sec or less 15 points
12.01 – 13 14 points 15.01 – 16 14 points
13.01 – 14 12 points 16.01 – 17 12 points
14.01 – 15 10 points 17.01 – 18 10 points
15.01 – 16 8 points 18.01 – 19 8 points
16.01 – 17 6 points 19.01 – 20 6 points
17.01 – 18 4 points 20.01 – 21 4 points
18.01 – 19 2 points 21.01 – 22 2 points
19.01 & more 0 22.01 & more 0
FLATTER KICK (15 Points)
MALE FEMALE
15 min or less 20 points 18 min or less 20 points
16 – 17 18 points 19 – 20 18 points
18 – 19 16 points 21 – 22 16 points
20 – 21 14 points 23 – 24 14 points
22 – 23 12 points 25 – 26 12 points
24 – 25 10 points 27 – 28 10 points
26 – 27 8 points 29 – 30 8 points
28 – 29 6 points 31 – 32 6 points
30 – 31 4 points 33 – 34 4 points
32 – 33 2 points 35 – 36 2 points
33 & more 0 36 & more 0
82
PROMOTION
83
CIVIL SERVICE COMMISSION
Constitution Hills,Balasang Pambansa Complex,
Diliman 1126 Quezon City
ASIGNADO, Rogelio F.
Re: Qualification Standards of
Uniformed Personnel Positions
Bureau of Fire Protection
x---------------------------------------------------x
RESOLUTION NO. 041366
Chief Superintendent Rogelio F. Asignado, Officer –in-Charge of the Bureau of

Fire Protection (BFP), requests revision of the qualification standards for the positions
of Uniformed Personnel in the BFP.
The request for revision is specifically in consonance with Section 4

(Professionalization and Upgrading of Qualification Standards in the Appointment
of Uniformed Personnel to the BFP and BJMP) of RA No. 9263 otherwise known
as the “The Bureau of Fire Protection and Bureau of Jail Management and Penology
Professionalization Act of 2004”
Following a series of clarificatory dialogues among the representatives of the BFP,

the Bureau of Jail and Management Penology, and the Civil Service Commission and
in the light of the Rules and Regulations implementing the Bureau of fire Protection
and Bureau of Management and Penology Professionalization Act of 2004 dated June
24, 2004 and pertinent provisions of RA No. 9263, the Commission finds merit in
revising the qualification standards of Uniformed Personnel positions in the Bureau
of Fire Protection.
WHEREFORE, the Commission Resolves to approve the qualification standards

for the positions of Uniformed Personnel positions in the Bureau of Fire Protection,
as follows:
POSITION SG LEVEL EDUCATION EXPERIENCE TRAINING ELIGIBILITY

TITLE
FIRE 10 2 Bachelor’s None required Public Safety Career Service

OFFICER I Degree Basic Recruit (Professional)/
Course Second Level
(PSBRC) or its Eligibility
equivalent
FIRE 12 2 Bachelor’s 2 years as Public Safety Career Service

OFFICER II Degree Fire Officer I Basic Recruit (Professional)/
Course Second Level
equivalent
84
TITLE
FIRE 14 2 Bachelor’s 2 years as Public Safety Career Service

OFFICER III Degree Fire Officer II Basic Recruit (Professional)/
Course Second Level
equivalent
SENIOR 16 2 Bachelor’s 2 years as Fire Arson Career Service

FIRE Degree Fire Officer III Investigation and (Professional)/
OFFICER I Inspection Second Level
Course (FAIIC) Eligibility
or its equivalent
SENIOR 17 2 Bachelor’s 2 years as Senior Fire Arson Career Service

FIRE Degree Fire Officer I Investigation and (Professional)/
OFFICER II Inspection Second Level
Course (FAIIC) Eligibility
or its equivalent
SENIOR 18 2 Bachelor’s 2 years as Senior Public Safety Career Service

FIRE Degree Fire Officer II Supervisory (Professional)/
OFFICER III Course (PSSC) Second Level
or its equivalent Eligibility
SENIOR 19 2 Bachelor’s 2 years as Senior Public Safety Career Service

FIRE Degree Fire Officer III Supervisory (Professional)/
OFFICER IV Course (PSSC) Second Level
FIRE 22 2 Bachelor’s 3 years as Senior Officers Career Service

INSPECTOR Degree Fire Officer IV Candidate (Professional)/
Course (OCC) Second Level
FIRE 23 2 Second (2nd) 3 years as Officers Basic Career Service

SENIOR year Bachelor of Inspector Course (OBC) (Professional)/
INSPECTOR Laws/12 Units or its equivalent Second Level
Master’s Degree Eligibility
FIRE CHIEF 24 2 Second (2nd) 3 years as Senior Officers Career Service

INSPECTOR year Bachelor of Inspector Advance Course (Professional)/
Laws/12 Units (OAC) or its Second Level
Master’s Degree equivalent Eligibility
85
TITLE
FIRE 25 2 Bachelor of 3 years as Officers Career Service

SUPER- Laws/ Master’s Chief Inspector Advance Course (Professional)/
INTENDENT Degree (OAC) or its Second Level
equivalent Eligibility
FIRE 26 3 Bachelor of 3 years as Fire Arson Career Service

SENIOR Laws/ Master’s Senior Investigation and Executive
SUPER- Degree Superintendent Inspection Eligibility
INTENDENT Course (FAIIC) (CSEE)/Career
or its equivalent Executive Service
(CES)
FIRE 27 3 Bachelor of 2 years as Officers Senior Career Service

CHIEF Laws*/ Master’s Superintendent Executive Executive
SUPER- Degree Course (OSEC) Eligibility
INTENDENT or its equivalent (CSEE)/Career
Executive Service
(CES)
FIRE 28 3 Bachelor of Chief Officers Senior Career Service

DIRECTOR Laws*/ Master’s Superintendent Executive Executive
Degree Course (OSEC) Eligibility
or its equivalent (CSEE)/Career
Executive Service
(CES)
*-Should be a member of the Philippine Bar.
RESOLVED further, that the above-approved qualification standards shall be the

bases of the Civil Service Commission in the attestation of appointments and
other personnel actions.
Let a copy of this Resolution be furnished to all Civil Service Commission
Regional and Field Offices.
Quezon City, ________DEC 07,2004________
KARINA CONSTANTINO-DAVID
Chairman
J.WALDEMAR V. VALMORES CESAR D. BUENAFLOR

Commissioner Commissioner
Attested By:
REBECCA A. FERNANDEZ
Director IV
86
PEREZ, Samuel R. Number: 1300876
Re: Qualification Standards for Promulgated: 07 MAY 2013
Uniformed Personnel who
have acquired NAPOLCOM
and 1st Level Civil Service
Eligibility prior to the Approval
of RA 9263 in the Bureau of Fire Protection
x-----------------------------------------------------------------------x
RESOLUTION
Chief Superintendent Carlito S. Romero, Officer-in-Charge, Deputy Chief

for Administration, Bureau of Fire Protection (BFP) requests amendment of the
eligibility requirements for incumbents of uniformed positions in the BFP who
have acquired NAPOLCOM and 1st Level Civil Service Eligibility prior to the
Approval of RA 9263, as follows:
POSITION SG EDUCATION EXPERIENCE TRAINING ELIGIBILITY

TITLE
FIRE OFFICER I 10 Bachelor’s None required Public Safety Basic First Level Civil
Degree Recruit Course Service Eligibility
(PSBRC) or its
equivalent
Patrolman (CC)/
(MN)
Patrolwoman
(CC)/(MN)
FIRE OFFICER II 12 Bachelor’s 2 years as Fire Public Safety Basic
Degree Officer I Recruit Course
(PSBRC) or its Patrolman
equivalent Entrance (CC)/
(MN)
INP Entrance
Patrolman First
Class (CC)/(MN)
FIRE OFFICER III 14 Bachelor’s 2 years as Fire Public Safety Basic

Degree Officer II Recruit Course Police Corporal
(PSBRC) or its (CC)/(MN)
equivalent
Police Officer
Police Officer I
87
TITLE
SENIOR FIRE 16 Bachelor’s 2 years as Fire Public Safety Basic Police Officer II
OFFICER I Degree Officer III Recruit Course
(PSBRC) or its
equivalent Police Officer III
PNP Entrance
Senior Police
Officer I
SENIOR FIRE 17 Bachelor’s 2 years as Senior Public Safety Basic
OFFICER II Degree Fire Officer I Recruit Course
(PSBRC) or its First Level Civil
equivalent Service Eligibility
Senior Police
Officer II
Senior Police
SENIOR FIRE 18 Bachelor’s 2 years as Senior Public Safety Basic Officer III
OFFICER III Degree Fire Officer II Recruit Course Police Sergeant
(PSBRC) or its (CC)/(MN)
equivalent
Police Officer
Third Class (PO
3rd Class)
SENIOR FIRE 19 Bachelor’s 2 years as Senior Public Safety Basic Fire Officer Third
OFFICER IV Degree Fire Officer III Recruit Course Class (FO 3rd
(PSBRC) or its Class)
equivalent Senior Police
Officer IV
Senior Police
Officer
FIRE INSPECTOR 22 Bachelor’s 3 years as Senior Officers Candidate Police Lieutenant

Degree Fire Officer IV Course (OCC) (CC)/(MN)
or its equivalent
Police Inspector
(taken April
28, 1991 and
November 24,
1991)
Police Captain
(CC)/(MN)
Police Officer
Second Class (PO
2nd Class)
Fire Officer
Second Class (FO
2nd Class)
88
TITLE
Police Senior
Inspector
Police Major
(CC)/(MN)
Police Chief
Inspector
Police Inspector
(taken April 26,
1992 to April 3,
2004)
Police Lt/Colonel
(CC)/(MN)
Police Colonel
(CC)/(MN)
Police
Superintendent
(taken on April 28,
1991 & November
24, 1991)
Deputy Chief of
Police (CC)/(MN)
Chief of Police
(CC)/(MN)
Police Officer
First Class (PO 1st
Class)
Fire Officer First

Class (FO 1st
Class)
Police
Superintendent
(taken on April 26,
1992 to April 3,
2004)
FIRE SENIOR 23 Second (2nd) 3 years as Inspector Officers Basic Police Lieutenant
INSPECTOR year Bachelor of Course (OBC) (CC)/(MN)
Laws/12 Units or its equivalent
Master’s Degree Police Inspector
(taken April
28, 1991 and
November 24,
1991)
89
TITLE
Police Captain
(CC)/(MN)
Police Officer
Second Class (PO
2nd Class)
Fire Officer
Second Class (FO
2nd Class)
Police Senior
Inspector
Police Major
(CC)/(MN)
Police Chief
Inspector
Police Inspector
(taken April 26,
1992 to April 3,
2004)
Police Lt/Colonel
(CC)/(MN)
Police Colonel
(CC)/(MN)
Police
Superintendent
(taken on April 28,
1991 & November
24, 1991)
Deputy Chief of
Police (CC)/(MN)
Chief of Police
(CC)/(MN)
Police Officer
First Class (PO 1st
Class)
Fire Officer First

Class (FO 1st
Class)
Police
Superintendent
(taken on
April 26, 1992 to
April 3, 2004)
90
TITLE
FIRE CHIEF 24 Second (2nd) 3 years as Senior Officers Advance Police Lieutenant
INSPECTOR year Bachelor of Inspector Course (OAC) (CC)/(MN)
Laws/12 Units or its equivalent
Master’s Degree Police Inspector
(taken April
28, 1991 and
November 24,
1991)
Police Captain
(CC)/(MN)
Police Officer
Second Class (PO
2nd Class)
Fire Officer
Second Class (FO
2nd Class)
Police Senior
Inspector
Police Major (CC)/

(MN)
Police Chief
Inspector
Police Inspector
(taken April 26,
1992 to April 3,
2004)
Police Lt/Colonel
(CC)/(MN)
Police Colonel
(CC)/(MN)
Police
Superintendent
(taken on April 28,
1991 & November
24, 1991)
Deputy Chief of
Police (CC)/(MN)
Chief of Police
(CC)/(MN)
Police Officer
First Class (PO 1st
Class)
Fire Officer First

Class (FO 1st
Class)
91
TITLE
Police
Superintendent
(taken on April
26, 1992 to April
3, 2004)
FIRE 25 Bachelor of 3 years as Chief Officers Advance Police Lt/Colonel

SUPER- Laws/Master’s Inspector Course (OAC) (CC)/(MN)
INTENDENT Degree or its equivalent
Police Colonel
(CC)/(MN)
Police
Superintendent
(taken on April\
28, 1991 &
November 24,
1991)
Deputy Chief of
Police (CC)/(MN)
Chief of Police
(CC)/(MN)
Police Officer
First Class (PO 1st
Class)
Fire Officer First

Class (FO 1st
Class)
Police
Superintendent
(taken on April
26, 1992 to April
3, 2004)
FIRE SENIOR 26 Bachelor of 3 years as Senior Officers Senior Deputy Chief of

SUPER- Laws/Master’s Superintendent Executive Course Police (CC)/(MN)
INTENDENT Degree (OSEC) or its
equivalent Chief of Police
(CC)/(MN)
Police Officer First

Class (PO 1st Class)
92
TITLE
Fire Officer First

Class (FO 1st Class)
Police
Superintendent
(taken on April 26,
1992 to April 3,
2004)
FIRE CHIEF 27 Bachelor of 2 years as Officers Senior Police Officer

SUPER- Laws*/Master’s Superintendent Executive Course First Class (PO 1st
INTENDENT Degree (OSEC) or its Class)
equivalent
Fire Officer First
Class (FO 1st
Class)
Police
Superintendent
(taken on April 26,
1992 to April 3,
2004)
FIRE DIRECTOR 28 Bachelor of Chief Officers Senior Deputy Chief of

Laws*/Master’s Superintendent Executive Course Police (CC)/(MN)
Degree (OSEC) or its
equivalent Chief of Police
(CC)/(MN)
Police Officer
First Class (PO 1st
Class)
Fire Officer First

Class (FO 1st
Class)
Police
Superintendent
(taken on April 26,
1992 to April 3,
2004)
In 2004, the Commission through CSC Resolution No. 041366 dated

December 7, 2004, approved the qualification standards for the Uniformed
Personnel positions in the Bureau of Fire Protection in consonance with Section
4 of Republic Act no. 9263 (BFP and BJMP Professionalization Act of 2004).
However, in 2009, the same provision was amended by Republic Act No.
9592 dated May 08, 2009 (An Act Extending for five Years the Reglementary
93
Period for Complying with the Minimum Educational Qualification and
Appropriate Eligibility in the Bureau of fire Protection and Bureau of Jail
Management and Penology), Amending Certain Provisions of Republic Act
9263). The said Act provides, as follows:
“Section 1. – Section 4 of Republic Act No. 9263 is hereby amended to

read as follows:
SEC. 4. Professionalization and Upgrading of Qualification Standards

in the Appointment of Uniformed Personnel to the BFP and the BJMP. – No
person shall be appointed as uniformed personnel of the BFP and the BJMP
unless he/she possess the following minimum qualifications:
xxx
“e) Must possess the appropriate civil service eligibility;”
Section 1 (B), Rule 1 of the Implementing Rules and Regulations

(IRR) of RA9592 dated August 24, 2010 provides, as follows:
“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.”
xxx
“4. Similarly, incumbent BFP and BJMP personnel with 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.”
Moreover, Section 4, Rule II of said IRR provides, thus:
“Section 4. Modes of Promotion – x x x
A. Regular Promotion – any uniformed personnel of the BFP and BJMP

who has met the minimum qualifications for a rank which shall
include education, experience, training, and appropriate civil service
eligibility x x x shall be eligible for promotion to the next higher rank.
For purposes of the eligibility requirement, BFP and BJMP personnel
who have obtained NAPOLCOM eligibility prior to the effectivity of
Republic Act No. 9263, hereunder classified, shall be considered to
have complied with the appropriate civil service eligibility require-
ment.
1. Holders of the NAPOLCOM eligibilities may apply for promotion:
a. Up to the rank of SFO4/SJO4

i. Patrolman (CC)/(MN)
94
ii. Patrolman Entrance (CC)/(MN)
iii. Patrolwoman (CC)/(MN)
iv. INP Entrance
v. Patrolman First Class (CC)/(MN)
vi. Police Corporal (CC)/(MN)
vii. Police Officer
viii. Police Officer II
ix. Police Officer III
x. PNP Entrance
xi. Senior Police Officer I
xii. Senior Police Officer II
xiii. Senior Police Officer III
xiv. Police Sergeant (CC)/(MN)
xv. Police Officer Third Class (PO 3rd Class)
xvi. Fire Officer Third Class (FO 3rd Class)
xvii. Senior Police Officer IV
xviii. Senior Police Officer
b. Up to the rank of Inspector

i. Police Lieutenant (CC)/(MN)
ii. Police Inspector (taken April 28, 1991 and
November 24, 1991)
c. Up to the rank of Senior Inspector

i. Police Captain (CC)/(MN)
ii. Police Office Second Class (PO 2nd Class)
iii. Fire Office Second Class (FO 2nd Class)
iv. Police Senior Inspector
d. Up to the rank of Chief Inspector

i. Police Major (CC)/(MN)
ii. Police Inspector
iii. Police Inspector (taken April 26, 1992 to April 3, 2004)
e. Up to rank of Superintendent
i. Police Lt./Colonel (CC)/(MN)
ii. Police Colonel (CC)/(MN)
iii. Police Superintendent (taken April 28, 1991 and
November 24, 1991)
f. Up to the rank of Superintendent

i. Deputy Chief of Police (CC)/(MN)
ii. Chief of Police (CC)/(MN)
g. Up to the highest rank

i. Police Officer First Class (PO 1st Class)
95
ii. Fire Officer First Class (FO 1st Class)
iii. Police Superintendent (taken April 26, 1992 to
April 3, 2004)”
The IRR of RA 9592 is silent about the appropriateness of first level civil
service eligibility for promotion in the BFP up to the rank of Senior Fire Officer IV.
However, and for purposes of uniformity in all personnel actions, the

Commission believes that first level civil service eligibility can also be
considered as appropriate for promotion in the BFP up to the rank of Senior
Fire Officer IV.
Section 22, Book V of Executive Order No. 292 reads as follows:
“SEC. 22. Qualification Standards. – (1) A qualification standard express-

es the minimum requirements for a class of positions in terms of education,
training and experience, civil service eligibility, physical fitness, and other
qualities required for successful performance.”
xxx
“(2) The establishment, administration and maintenance of qualification
standards shall be the responsibility of the department or agency, with the
assistance and approval of the Civil Service Commission and in consultation
with the Wage and Position Classification Office.”
Policy No. 2, Part I – General Policies of the Revised Policies on

Qualification Standards, partly reads:
“ Agencies are encouraged to set specific or higher standards for their

positions. These standards shall be submitted to the Commission for approval,
and once approved they shall be adopted by the Commission as qualification
standards in the attestation of appointments of the agency concerned.”
An evaluation of the proposed amended qualification standards for the

above positions shows that they are in accordance with the provisions of RA
9263 as amended by RA 9592 and the existing policy in the formulation of
qualification standards for positions.
In view thereof, the Commission RESOLVES at it is hereby RESOLVED to

APPROVE the proposed qualification standards for appointment to uniformed
positions in the BFP. It is understood, however, that the NAPOLCOM and
first level civil service eligibility requirements for the positions of Fire Officer
1 (SG-10) up to Fire Superintendent (SG-25) shall be applicable only to the
incumbent uniformed personnel who have acquired the said eligibilities prior
to the approval of RA 9263 (March 10, 2004), as reflected in the attached
masterlist of incumbents.
96
These qualification standards shall be the bases of the Bureau of Fire
Protection in the assessment of candidates for appointment and other personnel
actions and by the Commission in the attestation of appointments to subject
positions.
RESOLVED FURTHER that for new recruits after the effectivity of RA

9263, the qualification standards provided in CSC Resolution No. 041366 dated
December 7, 2004 shall be complied with.
A copy of this Resolution shall be furnished the CSC-National Capital

Region and CSC Field Office concerned for their reference and guidance.
Quezon City.
FRANCISCO T. DUQUE III

Chairman
ROBERT S. MARTINEZ VACANT

Attested by:
DOLORES B. BONIFACIO
Director IV
97
Commission Secretariat and Liaison Office
QUALIFICATION STANDARDS
Re: Amendment of the Eligibility Requirement Number: 1600794
for Fire Senior Superintendent Rank;
Bureau of Fire Protection Promulgated: 14 JULY 2016
X-------------------------------------------------------------x
RESOLUTION
F/Director Ariel A. Barayuga, Chief, Bureau of Fire Protection (BFP), requests

amendment of the qualification standards, specifically the eligibility requirement for the
Senior Superintendent rank as follows:
Eligibility
Rank
From To
Fire Senior Career Service Executive Career Service
Superintendent Eligibility (CSEE) / (Professional)/ Second
Career Executive Service Level Eligibility
Eligibility (CES)
F/Director Barayuga in his letter dated 04 February 2016 represented that:
“This proposal is consistent with CSC Memorandum Circular No. 2 dated 20

January 2011 where it categorically clarified that to be covered by the CES, two (2)
elements must concur; 1) the position must either be enumerated under Book V, Title 1,
Subsection A, Chapter 2, Section 7 (3) of the Administrative Code of 1987, or a position
of equal rank as those enumerated and identified by the CESB; and 2) the holder of the
position must be a presidential appointee. The rank of Senior Superintendent is neither
one of those enumerated under Book V, Title 1, Subsection A, Chapter 2, Section 7 (3)
of the Administrative Code of 1987, or a position of equal rank as those enumerated
and identified by the CESB nor a presidential appointee. The appointment to the Senior
Superintendent rank is issued by the Secretary, Department of the Interior and Local
Government pursuant to Republic Act No. 9263.”
Item c, Section 5 of RA 9263 provides that:
“c) Fire/Jail Senior Superintendent - Appointed by the Secretary of the DILG

upon recommendation of the respective Chief of the Fire Bureau and Chief of the Jail
Bureau xxx”
98
Section 22 (2), Book V of Executive Order No. 292 states that the establishment,
administration and maintenance of qualification standards shall be the responsibility of the
department or agency, with the assistance and approval of the Civil Service Commission.
Paragraph 3, Policy no. 2, Part I (General Policies) of the Revised Policies on

Qualification Standards, partly reads:
“Agencies are encouraged to set specific or higher standards for their positions.
These standards shall be submitted to the Commission for approval, and once
approved, they shall be adopted by the Commission as qualification standards in the
attestation of appointments of the agency concerned.”
Records show that the Commission through CSC Resolution No. 041366 dated 07
December 2004, approved the qualification standards for the rank of the uniformed personnel
of the BFP. Specifically, the ranks of Fire Senior Superintendent, Fire Chief Superintendent
and Fire Director require “Career Service Executive Eligibility/ Career Executive Service
CES” eligibility.
Moreover, the Commission through CSC Resolution No. 1300876 dated 07 May 2013,
approved the inclusion of the NAPOLCOM eligibilities as among the eligibilities appropriate
for purposes of appointment to rank of uniformed personnel in the BFP, pursuant to RA. No.
9592.
An evaluation of the proposed eligibility requirement for the Fire Senior Superintendent
rank shows that it is in accordance with Item c, Section 5 of RA 9263.
WHEREFORE, the Commission RESOLVES to APPROVE the amended eligibility

requirement for the Fire Senior Superintendent rank in the Bureau of Fire Protection. The
qualification standards for the Fire Senior Superintendent will now be as follows:
RANK EDUCATION EXPERIENCE TRAINING ELIGIBILITY
Fire Senior Bachelor of 3 years as Officers Senior Career Service (Professional)/

Superintendent Laws/Master’s Superintendent Executive Course Second Level Eligibility
Degree (OSEC) or its
equivalent NAPOLCOM eligibilities*
Superintendent
Deputy Chief of Police
(CC)/M/N)
Chief of Police (CC)/M/N)
Police Officer First Class (PO

1st Class)
Fire Officer First Class (FO

1st Class)
Police Superintendent (taken

on April 26, 1992 to April
3, 2004)
99
The Commission FURTHER RESOLVES that the amended qualification standards
shall be the bases of the Civil Service Commission in attesting appointments to subject
position in said agency.
Copies of this Resolution shall be furnished the Civil Service Commission-National

Capital Region and CSC Field Office concerned.
Quezon City.
ALICIA dela ROSA-BALA

Chairperson
ROBERT S. MARTINEZ VACANT

Attested By:
Director IV
Commission Secretariat and Liaison Office
100
BAÑAGO, Leonard R.
Bureau of Fire Protection Number: 1800625
Re: Request for Exemption from Section 96
of the 2017 Omnibus Rules on Promulgated: 25 June 2018
Appointments and other
Human Resource Actions
x-----------------------------------------------------------x
RESOLUTION
Fire Director Leonard R. Bañago, Chief, Bureau of Fire Protection, in his letter
Dated November 16, 2017, requests exemption from the provision of Section 96
of the 2017 Omnibus Rules on Appointments and other Human Resource Actions
(ORAOHRA).
Director Bañago represented, as follows:
“The Bureau of Fire Protection (BFP) prior to the effectivity of the 2017
Omnibus Rules on Appointment and Other Human Resources Actions, has been
filling-up its vacancies through chain of promotion simultaneously – filling at the
same time the actual and anticipated vacancies. A vacancy in the bottom ranks
which, eventually, will increase the authorized strength of our personnel.”
xxx
“Designations in the BFP are dependent upon the ranks. Section 7 of Republic
Act No. 9263 (RA 9263) provides the rank required in the key position in the
organizational structure of the BFP:”
xxx
“With this in view, the promotion of some of our officers to higher ranks
shall mean that they will not be able to hold certain designations anymore. This is
why there is a need for us to immediately fill the vacancies created by promotion.”
“Even for our mandatory trainings, there are certain required for each
particular mandatory training courses of our personnel.”
xxx
“In view of the foregoing, the filing of actual and anticipated vacancies
resulting from promotion is vital to our agency’s unique organizational structure,
hence it is respectfully prayed for that the CS grant of exemption from Section 96
of the 2017 Omnibus Rules on Appointments and other Human Resource Action.”
101
Section 54 of Republic Act No. 6975 (DILG Act of 1990) provides as follows:
“Section 54. Powers and Functions. – The Fire Bureau shall responsible for the
prevention and suppression of all destructive fires on buildings, houses and other structures,
forest, land transportation vehicles and equipment, ships or vessels docked at piers or
wharves or anchored in major seaports, petroleum industry installations, plane crashes and
other similar incidents, as well as the enforcement of the Fire Code and other related laws.
“The Fire Bureau shall have the power to investigate all causes of fires and, if
necessary, file the proper complaints with the city of provincial prosecutor who has
jurisdiction over the case.”
In addition, Republic Act No. 9263 dated March 10, 2004 (Bureau of Fire Protection
and Bureau of Jail Management and Penology Professionalization Act of 2004) provides,
as follows:
“Sec. 10 Promotion System for the Uniformed Personnel of the BFP and BJMP.
– Within six (6) months after the effectivity of this Act, the DILG shall establish a
system of promotion for the effectivity of this Act, the DILG shall establish a system of
promotion for the uniformed personnel of the BFP and the BJMP through the following
principles: a) Rationalized Promotion System. – The system of promotion shall be based
on merits on the availability of vacant ranks in the BFP and the BJMP staffing pattern.
xxx
Based on the above law, the promotion system in the Bureau of Fire Protection and
(BFP) shall be based on the merits and on the availability of vacant ranks in the BFP
staffing pattern. As such, when vacancy in the topmost rank is filled, actual and anticipated
vacancies in the bottom ranks are automatically created.
Moreover, designations to key positions in the BFP are dependent upon the ranks of
its officers. Hence, there is a need to immediately fill the vacancies created by promotion
in order not to disrupt and delay the daily operations, and therefore preventing leadership
vacuum in the fire bureau.
On the other hand, Section 96 of the 2017 ORAOHRA states, thus:
“Sec. 96. Agencies shall not fill up vacancies resulting from promotion until
the promotional appointments have been approved/validated by the CSC, except in
meritorious cases, as may be authorized by the Commission.”

The rationale behind the above provision is to ensure that a promoted employee
could be reverted to his/her former position should his/her promotional appointment be
disapproved or invalidated by the Commission.
The issue to be resolved is whether the BFP may be exempted from Section 96 of the
20017 ORAOHRA.
102
It is noted that Department of Budget and Management (DBM) Secretary
Benjamin E. Diokno in a letter dated May 19, 2017 addressed to Secretary Eduardo
M. Año of the Department of Interior and Local Government, stated in part, thus:
“Per established policy for Uniformed Personnel (UP) the the DILG, the required
number of positions per rank in the BFP/BJMP/PNP hierarchy is determined thru
a Schedule of Percentage following a pyramidal structure. The rank distribution
is reviewed periodically to make it responsive to the organizational needs for the
respective uniformed force/agencies in the Department.”
“Modified/revision of existing rank distribution is subject to the conditions

that the pyramidal structure and authorized strength of the uniformed positions are
maintained and the responsibility assignments are still distinguished.”
xxx
“Consistent with RA 9263, the Percentage Rank distribution of BFP

Uniformed Personnel is hereby approved as follows:
DBM Revised Ranks

RANKS Distribution
NO. %
Director 1 0.0045%
Chief Superintendent (CSUPT.) 13 0.0583%
Senior Superintendent (SSUPT.) 39 0.1750%
Superintendent (SUPT.) 156 0.7000%
Chief Inspector (CINSP.) 194 0.8705%
Senior Inspector (SINSP.) 386 1.7320%
Inspector (INSP.) 563 2.5662%
Senior Fire Officer IV (SFO IV) 723 3.2442%
Senior Fire Officer III (SFO III) 951 4.2673%
Senior Fire Officer II (SFO II) 1,837 8.2428%
Senior Fire Officer I (SFO I) 3,283 14.7312%
Fire Officer III (FO III) 3,625 16.2658%
Fire Officer II (FO II) 3,730 16.7370%
Fire Officer I (FO I) 6,785 30.4451%
Total 22,286 100.0000%
103
It is clear from the said DBM letter that the BFP maintains the percentage rank
distribution for its uniformed personnel. Hence, in the event that a promotional
appointment is disapproved or invalidated, there are positions/ranks allotted if
appointee is reverted to his/her former position.
Further, the BFP justified that the increase in Authorized Strength means
that there will be vacancies to fill – promotions from the rank of Fire Officer
2 to Chief Superintendent and recruitment for the rank of Fire Officer I. The
DBM Authorized Strength vs. Actual Strength are, as follows:
RANK DBM DBM Variance Actual Variance Total

Approved Approved Strength as Variance
Authorized Authorized of 31
Strength Strength b&c August c&e
as of 19 May as of 15 2017
2017 November
2007
(a) (b) (c) (d) (e) (f) d&f
DIR 1 1 0 1 0 0
CSUPT 13 10 3 2 8 11
SSUPT 39 31 8 26 5 13
SUPT 156 67 89 64 3 92
CINSP 194 170 24 166 4 28
SINSP 386 287 99 275 12 111
INSP 563 419 144 407 12 156
Total
Officer 1352 985 367 941 44 411
SFO4 723 538 185 499 39 224
SFO3 951 707 244 670 37 281
SFO2 1837 1366 471 1312 54 525
SFO1 3283 2442 841 2356 86 927
FO3 3625 2696 929 2607 89 1018
FO2 3730 2775 955 2750 25 980
FO1 8785 12777 -3992 12475 302 -3690
Total NOR 22934 23301 -367 22669 632 265
Total UP 24286 24286 0 23610 676 676
NUP 440 440 0 420 20 20
Total 24726 24726 0 24030 696 696
104
The increase in Percentage Rank Distribution has resulted in a significant
increase in the DBM Approved Authorized Strength per rank for May 19, 2017
compared to the DBM Approved Authorized Strength for November 15, 2007.
For example, the authorized strength for the rank of Superintendent in the BFP
in November 2007 DBM Approved Authorized Strength is only 67 but was
increased to 156 in the May 2017 DBM Approved Authorized Strength. The
increase of 89 Superintendent means that there will be 89 more personnel with
the rank of Chief Superintendent who will be promoted.
x------------------------------------------------x
In a consultative meeting held last February 2, 2018, the representative of

the BFP informed that there is an ever growing number of people who need fire
protection services. Thus, the BFP requests the DBM for additional personnel
complement. The DBM, on the other hand, advised that the BFP needs to
fill their existing vacancies as a prerequisite to approval of their request for
additional personnel complement.
In a letter dated May 21, 2018, Chief Superintendent Domingo V. Tambalo,

Chief Directorial Staff, BFP, provided the nationwide statistics of disapproved
appointments of BFP personnel for calendar year 2016 and 2017. The table
below shows that disapproved appointments in BFP has been significantly
reduced in 2017 and has been appropriately addressed and given remedies by
respective BFP Regional Offices and CSC Field Offices. This indicates that
BFP has been more cautious on the promotion and issuance of appointment of
personnel.
Nationwide Statistics of Disapproved Appointments of BFP Personnel
No. of Disapproved Appointments

Rank
2016 2017
SFO4 - 1
SFO3 - 1
SFO2 - 1
SFO1 62 1
FO3 46 1
FO2 - 1
FO1 1,266 1
Total 1,374 7
The Commission finds the request of BFP meritorious. It recognizes the

important role of the BFP in the prevention and suppression of all destructive
105
fires for the protection of life and properties. Thus, to ensure continuous
delivery of fire protection to the public, the immediate filling up of vacancies
resulting from promotion thereat becomes imperative.
WHEREFORE, the Commission RESOLVES to GRANT the request of

the Bureau of Fire Protection. Accordingly, the BFP is except from the provision
of Section 96 of the 2017 ORAOHRA for the promotional appointments of its
uniformed personnel.
x-------------------------------------------------x
The Commission FURTHER RESOLVES that as prior notice, the BFP

is directed to annotate its promotional appointments to indicate that the
appointee of the previous rank holder is disapproved/invalidated. Furthermore,
appointments to the FO I rank shall bear the notation that the appointment is
subject to the CSC attestation of the promotional appointment of the previous
rank holder.
This Resolution shall take effect immediately.
Quezon City.
ALICIA dela ROSA-BALA

Chairperson
LEOPOLDO ROBERTO W. VALDEROSA, JR. VACANT

Attested by:
Director IV
Commission Secretariat and Liaison Officer
106
PLACEMENT
107
REPUBLIC OF THE PHILIPPINES
LOCAL GOVERNMENT
Edsa Cor. Mapagmahal St., Diliman
Quezon City
CIRCULAR June 21, 2011
NO. 2011-009
SUBJECT: GENERAL GUIDELINES IN THE REASSIGNMENT/ IN

THE BUREAU OF FIRE PROTECTION (BFP) AND
BUREAU OF JAIL MANAGEMENT AND PENOLOGY
(BJMP)
A. PREPARATORY STATEMENT
This Circular aims to provide a general policy on reassignment/

designation/ detail of personnel in the BFP and BJMP thereby, promoting
transparency and accountability, and upholding the integrity of such personnel
actions, with the end view of enhancing professionalism and organizational
effectiveness in the said Bureaus.
B. SCOPE
This Circular shall apply to Reassignment/Designation/Detail in the

BFP and BJMP.
C. LEGAL BASES
• Section 21, 22, 26 and 32. Book V of Executive Order No. 292, “Revised
Administrative Code of 1987”
• Sections 4 to 8 and 10 of Republic Act No. 9263, “Bureau of Fire Protection

and Bureau of Jail Management and Penology Professionalization act of
2004” and its Implementing Rules and Regulations (IRR)
• CSC Memorandum Circular No. 40, s. 1998, “Revised Omnibus Rules on

Appointments and Other Personnel Actions”
• CSC Memorandum Circular No. 15, s. 1990. “additional Provisions

and Amendments to CSC MC #40, s 1998 (Revised Omnibus Rules on
Appointments and Other Personnel Actions)”
108
D. BASIC PRINCIPLES
To ensure a transparent, consultative and objective process of reassignment/

designation/detail of personnel in the BFP and BJMP, the following must be
observed.
• There shall be created a Personnel Placement Boards (PPBs) in the

BFP and BJMP at all levels which shall include a representative from
the Office of the Secretary (OSEC). The Board shall deliberate and
recommend/propose reassignment/designation/detail of personnel.
• There shall be strict compliance with the prescribed selection criteria

and ranking system to ensure that key officers have ascendancy over
their subordinates and possess the highest standards of discipline and
sense of responsibility.
• Reassignment/designation and detail of personnel shall be for

the purpose of enhancing the organization and promoting career
development of personnel.
• All BFP and BJMP Chief Superintendents shall, as much as possible,

be assigned in the National Headquarters (NHQ) to compose the
Command Group and Directors of Directorates.
• There shall be no concurrent assignment for Officers assigned

as District/City/Municipal Jail Wardens and City/Municipal Fire
Marshals.
• Key Officers that are due for retirement may within a year before his/
her retirement date be given preferential assignments specifically in
areas near their hometown or home region.
• The Bureaus shall establish a clear, easy and accessible mechanism to

address complaints, protests and feedbacks arising from reassignment/
designation of personnel.
• Compliance to this Circular and all other existing policies, rules and
regulations on reassignment/designation/detail of personnel shall be
strictly monitored.
E. GUIDELINES
• Reassignment/designation/detail of personnel shall be in accordance

with the provisions of the approved delegation of authority.
109
• Designation of key positions shall be in accordance with the provisions
of Republic Act 9263. The required rank and qualification standard
shall, as much as possible, be complied with:
POSITION RANK
Director for Directorial Staff Chief Superintendent, in case of

non-availability, at least a Senior
Superintendent

Regional Director At least Senior Superintendent
NCR District Fire Marshall At least Senior Superintendent
Assistant Regional Directors At least Senior Superintendent

for Administration/Operation,
Regional Chief Directorial Staff,
Provincial Fire Marshall/ Provincial
Jail Administrator, District Fire
Marshall/ District Jail Warden and
City Jail Warden for Jails with
1000 jail population or more
City Fire Marshall/ Warden, Chief Inspector

City jails with less than 1000 jail
population
Municipal Fire Marshall/ Municipal Senior Inspector

Jail Warden
• Recognizing that the present number of officer rank/positions in the

two (2) Bureaus are not yet enough to fully comply with the provisions
of RA 9263, the BFP and BJMP shall formulate and design specific
policy for the reassignment/designation of personnel taking into
consideration factors such as LGU population in the case of BFP and
jail population in the case of BJMP.
The reassignment/ designation policy shall include among others:
1. The justification/basis for non-compliance with the provisions of RA

9263;
2. Procedures and criteria (performance, training, seniority, etc); and
3. Documentary requirements needed and procedures to be followed by

any official requesting for reassignment/detail
110
The Bureaus shall submit the proposed reassignment/designation policy
guidelines for approval of the Secretary within three (3) months after the
effectivity of this Circular
• Bureaus of Fire Protection and Jail Management and Penology shall

come up with their respective career progression schemes within three
(3) months from the effectivity of this circular for approval of the SILG.
• Key officers must serve in a particular office/ unit/ station. However,

head of offices may reassign or transfer them to other office/unit/station
any time in the exigency of the service and/or for any valid cause.
• Officers assigned as Disbursing Officers/Budget Officers and other

finance positions shall serve only for a maximum of three (3) years
in such area without any extension or reassignment to other finance
positions.
• Detail of personnel to other units/stations/offices shall be allowed for

a period not exceeding six (6) months subject to extension or renewal
of detail order after comprehensive evaluation of justification of his/her
continued detail.
F. GRIEVANCE/FEEDBACK MECHANISM
The Bureau shall revisit their grievance machinery to ensure that complaints,
protest and comments on reassignment/designation/detail of personnel are
addressed immediately. The revised grievance machinery shall be submitted
to the Secretary within three (3) months upon the effectivity of this Circular.
G. SANCTIONS
Regional Directors, Heads of Offices and other Officials who failed to

strictly comply with the provisions of this policy shall be relieved immediately
and shall be meted with appropriate sanctions after due process.
H. REPEALING CLAUSE
All office memoranda, orders and circulars inconsistent with the provisions
of this Circular are hereby amended and/or modified accordingly.
I. EFFECTIVITY
JESSE M. ROBREDO
Secretary
111
11 MARCH 2019
Date
MEMORANDUM CIRCULAR
NUMBER__2019-002____
POLICY GUIDELINES IN THE REASSIGNMENT, DESIGNATION, AND

DETAIL OF PERSONNEL IN THE BUREAU OF FIRE PROTECTION (BFP)
RULE I. SCOPE
This Circular shall apply to reassignment, designation and detail of personnel

in the Bureau of Fire Protection.
RULE II. OBJECTIVES
a. To promote transparency and accountability, and upholding the integrity

of such personnel actions, with end view of enhancing professionalism and
organizational effectiveness in the BFP.
b. To prescribe criteria based on merit and fitness and adopt a standard

procedure in evaluating the qualifications of candidates for reassignment,
designation to a certain position in the BFP and detail consistent with the
provisions of Republic Act No. 9263 as amended by Republic Act No.
9592.
c. To establish reasonable and valid measures of assessing the competencies

and qualifications of all candidates competing for a particular designation.
d. To create equal access and opportunity for professional growth and career
advancement for qualified, competent, and deserving officers in the BFP.
e. To make BFP Officers well-rounded in the diverse functions of the agency
through harmonious rotation to prescribed positions and geographical duty
areas.
RULE III. AUTHORITY
a. 2017 Omnibus Rules on Appointments and Other Human Resource Actions

(revised July 2018);
112
b. Republic Act No. 9263, “Bureau of Fire Protection and Bureau of Jail
Management and Penology Professionalization Act of 2004” and its
Implementing Rules and Regulations (IRR); and
c. DILG Circular No. 2018-29 dated 09 November 2018, re: Amendment to

Circular No. 2018-18, re: Delegation of Authority - Interior Sector.
RULE IV. DEFINITION OF TERMS
a. Administrative Positions - involves purely clerical, staff and managerial

functions. It includes assignment to Office of the Provincial Fire Marshal,
Office of the Regional Director, National Headquarters, and other support
units.
b. Commissioned Officers - active BFP uniformed personnel with the rank

of INSPECTOR up to DIRECTOR.
c. Candidate - any qualified BFP personnel considered, recommended, and

endorsed for a certain reassignment, designation and detail.
d. Designation - is merely an imposition of additional duties to be performed

by a public official which is temporary in nature and can be terminated
anytime at the pleasure of the appointing authority (Rule III, Section 6e,
MC No. 15, s. 1999).
e. Field Positions - positions performing the one of the mandates of the

agency, i.e fire suppression, emergency medical and rescue services, fire
safety inspection, fire arson investigation and fire prevention campaign. It
includes assignment to fire stations and other operating units. Assignment
to training units, such as: NFTI, PNPA, PPSC, etc. shall be considered field
position.
f. Fitness - refers to the appropriateness or suitability of an officer to occupy

a particular position, as determined from an established set of criteria.
g. Geographical Duty Assignment - refers to the location and/or nature
of unit assignment of personnel which will be used as one of the bases
forevaluation of the well-roundedness of an officer. Geographical duty
assignments shall be classified as urban or rural, national, and regional or
local.
h. Key Positions in the BFP - refer to the positions of major responsibility

over an office or unit. The key positions in the BFP under Republic Act No.
9263 are as follows:
Chief, Bureau of Fire Protection

113
Deputy Chief for Operations
Chief of the Directorial Staff
Directors of the Directorates
Regional Directors
Assistant Regional Director for Administration
Assistant Regional Director for Operation
Regional Chief of Staff
Provincial/District Fire Marshal
City/Municipal Fire Marshal
i. Line Officers - Commissioned Officers performing the mandates of the

safety inspection, fire arson investigation, fire prevention campaign and
related administrative work. For purposes of determining their respective
competencies vis-a-vis selection and placement, line officers may be
classified as either Command Line Officers or Staff Line Officers.
1. Command Line - line officers who have held or are qualified to hold
key positions in the BFP because of their command, leadership and
managerial competence, well-rounded experience in administrative
and field duty and diversified geographical assignment.
2. Staff Line - line officers who have specialized in a particular fire

suppression skill or functional field, e.g. administration (personnel/
human resouce management/planning), investigation and intelligence,
logistics, finance, fire prevention campaign, etc., or those who have
spent most of their active service as staff officer or in administrative
assignments.
j. Merit - refers to the qualities or characteristics of an officer who deserves

recognition or commendation.
k. Other Positions of Responsibility - refers to positions of importance other
than the key positions in the BFP, such as: Chief of the Support Units under
the Command Group, Division Chiefs of the Directorial Staff, Command
Group of Regional Office, Regional Division Chiefs and Disbursing
Officers.
I. Personnel Placement Boards (PPBs) - a board created at all levels which

shall include a representative from the Office of the Secretary/ (OSEC).
The Board shall deliberate and recommend the propose reassignment,
designation and detail of personnel. It shall be composed of the following:
BFP NHQ PPB:

114
Members : Director for Human Resource Development
Director for Personnel and Records Management
Director for Intelligence and Investigation
Director for Information and Communications
Technology Management
Director for Operation
Director for Plans
Director for Fire Safety and Enforcement
Director for Comprollership
Director for Logistics
Head Secretariat : Chief, Human Resource Managemen Division

Member : Chief, Personnel Placement Section
Regional PPB:
Chairperson : Assistant Regional Director for Administration

Vice-Chairperson : Assistant Regional Director for Operation
Members : Regional Chief of Staff

Chief, Operations Division
Chief, Logistics Division
Head Secretariat : Chief, Administrative Division

Member : Chief, Human Resource Management Section
District/Provincial PPB:
Chairperson : Chief, Administrative Branch

Vice-Chairperson : Chief, Operation Branch
Members : Chief, Morale and Welfare Section

Chief, Intelligence and Investigation Section
Chief, Logistics Section
Secretariat : Chief, Personnel Section
m. Pending Administrative Case - An administrative case is deemed pending when

a formal charge has already been filed/instituted by the appropriate disciplining
authority until a decision thereof becomes final and executory. A complaint
undergoing preliminary investigation shall not be considered an administrative case.
n. Performance Rating - the work output on a position held for two (2)
rating periods immediately preceding the evaluation process for probable
designation to a new position.
115
o. Placement - refers to the selection and designation of an officer to a key
position or other positions of responsibility.
p. Reassignment - movement of an employee from one organizational unit

to another in the same department or agency which does not involve a
reduction in rank, status or salary (Rule III. Section 6.a, MC No. 40, s.
1998).
q. Selection - the systematic method of determining the best qualified

candidate for the position based on merit and fitness and the candidate’s
ability to perform the duties and responsibility of the position to ensure that
the key officers have ascendancy over their subordinates and possess the
highest standards of discipline and sense of responsibility.
r. Technical Service Officers - Commissioned Officers who were originally

absorbed to the BFP, either directly or through lateral entry, by virtue
of the highly specialized and technical qualification, such as, but not
limited to Doctor of Medicine, Members of the Philippine Bar, Chaplain,
Civil Engineers, Mechanical Engineers, Electrical Engineers, Chemical
Engineers, Chemists, Architects, Criminologists, CPAs, Nurses, Physical
Therapists, Dentists and Information Officers, Commissioned Officers who
possess or may acquire the same highly specialized and technical skills but
originally commissioned in the regular corps of officers shall be considered
as line officers.
s. Third Level Officers/Senior Officers - Commissioned Officers with the

rank of Fire Senior Superintendent up to Director.
t. Training - refers to the mandatory training requirement appropriate to the

rank of the BFP personnel. It is a process which intends to establish and
improve the capabilities of fire officers/personnel in their respective roles.
u. Work History/Work Experience - number of years incurred in the present

rank by a candidate, including years of work experience while holding
temporary status.
RULE V. GOVERNING PRINCIPLES IN THE REASSIGNMENT,

DESIGNATION, AND DETAIL OF BFP PERSONNEL
a. Each BFP officer shall go through the assignment rotation in command,

staff and training duties including exposure to a variety of field,
provincial, regional and national headquarters experiences to enhance
his/her competence to serve the bureau.
b. BFP officers shall serve at least one (1) year and at most three (3) years
in a prescribed position except key officers.
116
c. The assignment of officers to a particular geographical duty area is
normally fixed at a maximum of five (5 years) thereafter he/she should
be rotated to other geographical duty areas.
EXCEPTION:
1. Those who are relieved for cause due to administrative/criminal

cases, inefficiency, unsatisfactory performance, abusive conducts
and other acts that are inimical to the service.
2. Those who are required by the Chief, BFP to stay longer in one
assignment in the interest of the service.

d. Replacements should be qualified to take over the positions of the
respective officers to be relieved or rotated out of the unit concerned.
e. Officers who are newly appointed in the service shall be assigned/

detailed to BFP stations after completion of orientation and mandatory
training, except those in the technical service.
In the case of those newly appointed in the technical services that had
already undergone orientation in their areas of specialization, they
shall be assigned to their respective technical service units.
f. BFP personnel with the rank of FOI to SF04 may be assigned in

geographical duty areas nearest their permanent places of residence
after they have rendered at least five (5) years of service to the BFP.
They could only be relieved or reassigned for cause to another locality
preferably within the district or province or to another province within
the region. Only in extreme cases based on justifiable reason shall such
reassignments be made outside the region.
They may choose their specialization in various functions of the BFP

such as fire suppression, emergency medical and rescue services,
intelligence, investigation, finance, communication, electronics,
medical/dental support and other field of specialization, in order to
maximize their contribution towards the attainment of the BFP over-all
mission and vision.
g. For those with the ranks of Inspector and up, their relief and
reassignment may be effected when the exigency of the service so
requires.
h. Chief of Offices shall insure that their subordinates are regularly

rotated to other positions after a year and at most three (3) years in
117
their current position and after five (5) years to other geographical
duty areas where they have not yet served.
i. Officers scheduled to be replaced will not be relieved/reassigned from

the unit concerned until their respective replacements have reported
for duty in the unit concerned. The relief of officers concerned will be
effected upon completion of the turn-over of responsibilities.
j. Key officers must serve in a particular office/unit/station for not more

than two (2) years, after which they shall be reassigned to other office/
unit/station. However, respective designating authorities may reassign
or transfer them to other office/unit/station any time in the exigency
of the service and/or for any valid cause. Provided, that a BFP Officer
shall not be relieved or recalled from his/her assignment or position
on account of change of leadership in the BFP. Provided, further, that
the personnel action of transfer shall not be resorted to as a form of
administrative sanction.
k. The practice of assigning BFP personnel within their respective places

of residence is premised on certain factors, such as:
1. Familiarity with the people, the culture, the terrain and other
conditions prevailing thereat.
2. BFP personnel do not have to rent living quarters if assigned
in their places of residence. Maintaining a single household is
beneficial to meet expenses for the family’s basic needs.
3. The “extended family” culture in the Philippines also provides
greater sense of security having around relatives ready to help and
support one another, both emotionally and financially. Allowing
BFP personnel to stay with his/her spouse promotes close family
ties.
I. All BFP Chief Superintendents shall, as much as possible, be assigned

in the National Headquarters (NHQ) to compose the Command Group
and Directors of Directorates.
m. There shall be no concurrent assignment for Officers assigned as City/

Municipal Fire Marshals.
n. Key Officers that are due for retirement may within a year before his/
her retirement date be given preferential assignments specifically in
areas near their hometown or home region.
o. Officers assigned as Disbursing Officers/Budget Officers and other

finance positions shall serve only for a maximum of three (3) years in such
area without any extension or reassignment to other finance positions.
118
p. Detail without consent shall be allowed only for a period of one (1) year.
While detail with consent shall be allowed for a maximum of three (3)
years. The extension or renewal of the detail shall be discretionary on
the part of the parent agency. The office of the Personnel Accounting
Section, Administrative Division in coordination with the Office of the
Personnel Placement Section, Human Resource Management Division
shall monitor the status of personnel under detail service.
For Non-Uniformed Personnel (NUPs):
q. Reassignment of NUPs with station-specific place of work indicated

in their appointments within the geographical location of the agency
shall be allowed only for a maximum period of one (1) year. The
restoration or return to the original post/assignment shall be automatic
without the need of any order of restoration/revocation of the order of
reassignment.
f. If an appointment is not-station specific, the one-year maximum period

of reassignment within the geographical location of the agency shall
not apply. However, the employee concerned may request for a recall
of the reassignment citing his/her reasons why he/she wants to go back
to his/her original station. The reassignment may also be revoked or
recalled by the appointing officer/authority or be declared not valid by
the Civil Service Commission or a competent court, on appeal.
g. Reassignment is presumed to be regular and made in the interest or

exigency of public service unless proven otherwise or if it constitutes
constructive dismissal.
RULE VI. DESCRIPTION AND APPLICATION OF CRITERIA

For purposes of objectivity in evaluating the merit and fitness of officers for
selection and placement to key positions and other positions of responsibility,
the following criteria shall be observed;
a. Work History (25%)
This criterion ascertain the well roundedness and flexibility

of an officer as manifested by his previous field and administrative
duties. He/she should not only be knowledgeable on staff and related
functions but as well firefighting operations, emergency medical and
rescue services, fire safety inspection, fire arson investigation and
fire prevention campaign. Officers without any field or administrative
assignment automatically get a five percent (5%) deduction.
119
b. Awards, Recognition Performance Rating (25%)
Under this criterion, all the awards and recognition received by a

candidate or his unit, his accomplishment of assigned tasks or mission,
and performance rating shall be evaluated and rated accordingly.
c. Education and Training (20%)
An officer’s educational background and training normally

determine his area of specialization and expertise. Candidates with
education required under Republic Act No. 9263 and trainings related
to the position applied for get the maximum points while those without
the related education and trainings get five percent (5%) deduction.
d. Rank requirement under RA No. 9263 and Seniority (20%)
Pursuant to Section 7 of RA No. 9263, no person shall be designated

to key positions in the BFP unless he/she has met the rank requirement
prescribed. Likewise, the time-in-grade in the present rank shall also
be considered along with the length of service as commissioned officer
and the date of compulsory retirement if the candidates have the same
retirement date. An officer with appropriate rank for the position and
the most senior in terms of time-in-grade automatically gets twenty
percent (20%) while the rest gets one percent (1%) less for every full
year difference in Time-in-Grade (TIG) as that of the most senior and
another one percent (1%) for every rank difference if short in rank
requirement.
e. Geographical Duty Assignment (10%)
This refers to the ability of an officer to adapt to different

environmental setting. His/her previous assignment whether in rural
or urban area shall be considered. Officers who have no urban or rural
assignment get an automatic three percent (3%) deduction. Similarly,
those who have no national, regional or local assignment get three
percent (3%) deduction each.
RULE VII. REQUIRED RANK CLASSIFICATION
Designation of positions shall be in accordance with the provisions of

Republic Act No. 9263 as amended by Republic Act No. 9592. The required
rank and qualification standard shall, as much as possible be complied with:
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POSITION RANK
Chief Directorial Staff Rank of Chief Superintendent, in case of

non-availability, at least with a rank of
Senior Superintendent
Regional Director At least with a rank of Senior Superintendent
NCR District Fire Marshal At least with a rank of Senior Superintendent
Assistant Regional Directors
for Administration/Operation,
Regional Chief Directorial With a rank of Superintendent
Staff, Provincial Fire Marshal,
District Fire Marshal
City Fire Marshal At least with a rank of Chief Inspector
Municipal Fire Marshal With a rank of Senior Inspector
RULE VIII. DELEGATION OF AUTHORITY:
Reassignment/designation/detail of personnel shall be in accordance

with the provisions of the approved delegation of authority, to wit:
On Reassignment/Designation:
POSITION/ RECOMMENDING DESIGNATING
DESIGNATION AUTHORITY AUTHORITY
Chief, BFP SILG President of
the Philippines
DCA, DCO and CDS SILG through the recommendation President
Chief, BFP through BFP of the
Personnel Placement Board Philippines
DCA, DCO and CDS SILG
in an Officer-in-Charge _____
Capacity
NHQ Directors Chief, BFP through BFP SILG
of Directorates NHQ Personnel Placement Board (for confirmation)
NHQ Uniformed BFP NHQ Personnel Chief, BFP
Personnel below Placement Board
Directors of Directorates (assistance)
Division Chiefs and BFP NHQ Personnel Chief, BFP
below for NUPs Placement Board (assistance)
Regional Directors Chief, BFP through BFP NHQ SILG
Personnel Placement Board (for confirmation)
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POSITION/ RECOMMENDING DESIGNATING
DESIGNATION AUTHORITY AUTHORITY
ARDA, ARDO Regional Director through Chief, BFP
and RCS Regional Personnel (for confirmation)
Placement Board
Provincial/District Regional Director through Chief, BFP
Fire Marshal Regional Personnel (for confirmation)
Placement Board SILG
(for information)
Municipal/ Provincial/District Fire Marshal Regional Director
City Fire Marshal through Provincial/District (for confirmation)
Personnel Placement Board
All City/Municipal Provincial/District
personnel under _____ Fire Marshal
HIS jurisdiction
All regional personnel Regional Director
under his jurisdiction _____
On Detail/Recall of Personnel to Inter-Aqencv Task Force and Other

Government Agencies:
CONCERNED PERSONNEL APPROVING AUTHORITY
Personnel of BFP SILG

All NHQ personnel Chief, BFP
All regional personne under Regional Director
his jurisdiction
RULE IX. PLACEMENT PROCEDURES:
a. The designation of Deputy Chief for Administration, Deputy Chief

for Operations and Chief Directorial Staff shall be recommended
by the Chief, BFP through a BFP NHQ PPB Resolution. It shall be
accompanied by a legal justification as to why incumbent is being
replaced vis-a-vis the qualification of replacement.
b. The recommendation for the designation of NHQ Directors of

Directorates and Regional Directors shall be covered by a BFP NHQ
PPB Resolution. Said resolution shall be submitted to the Office of the
SILG for confirmation.
c. For the designation of Assistant Regional Director for Administration,

Assistant Regional Director for Operations, Regional Chief of Staff,
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District Fire Marshal and Provincial Fire Marshal, a Regional Personnel
Placement Board (RPPB) Resolution recommending the reassignment and
designation of BFP Officers should be issued. The approved resolution shall
be forwarded to the Directorate for Human Resource Development, BFP
NHQ for the preparation of Bureau Order confirming the reassignment/
designation of BFP Officers.
d. The reassignment and designation as City/Municipal Fire Marshal

shall be covered by a Provincial/District Personnel Placement Board
Resolution. The approved resolution shall be submitted to the Regional
Administrative Division for issuance of Regional Order confirming the
reassignment/designation of BFP Officers/personnel.
e. In case the vacancy is within the BFP National Headquarters, the

BFP- NHQ PPB shall be primarily responsible in the preparation of
Resolution.
RULE X. GRIEVANCE/FEEDBACK MECHANISM
The BFP Grievance Committee shall address all complaints, protest and
comments on reassignment/designation/detail of personnel.
RULE XI. SANCTIONS
Regional Directors, Heads of Offices and other Officials who failed to

strictly comply with the provisions of this policy shall be relieved immediately
and shall be meted with appropriate sanctions after due process.
RULE XII. REPEALING CLAUSE
All office memoranda, orders and circulars incosistent with the provisions
of this Circular are hereby amended and/or modified accordingly.
RULE XIII. EFFECTIVITY

LEONARD R BAÑAGO
FIRE DIRECTOR (DSC)
Chief, BFP
123
16 June 2020
Date
MEMORANDUM CIRCULAR
NUMBER 2020-018
REVISED POLICY ON THE DETAIL OF THE BUREAU OF FIRE

PROTECTION (BFP) PERSONNEL TO OTHER GOVERNMENT AGENCIES
I. REFERENCE
Civil Service Commission (CSC) 2017 Omnibus Rules on Appointments and

Other Human Resource Actions (ORAOHRA Revised July 2018).
II. SCOPE
This circular shall cover the detail service of BFP personnel to other government
agency pursuant to Sec 13 (b), Rule IV of the Civil Service Omnibus Rules on
Appointments and other Human Resource Actions (Revised July 2018).
III. RATIONALE
To establish a procedure governing the detail of BFP personnel to other

government agencies, specifically with respect to the duties and responsibilities of
the BFP, its personnel being detailed and the receiving government agency.
For the purpose of this circular, the following terms are hereby defined
accordingly:
Detail – temporary movement of an employee from one department or agency

to another which does not involve a reduction in rank, status or salary.
124
Mother Unit (of BFP personnel on detail) – refers to the office of the
Directorate for Personnel and Records Management (DPRM), BFP
National Headquarters (NHQ) or its counterpart in the regional
offices, where BFP personnel is subsequently reassigned for
his/her detail.
Parent agency – refers to the Bureau of Fire Protection.
Receiving agency – refers the government agency where the BFP personnel
are being detailed.
V. GUIDELINES
1. Detail without consent shall be allowed only for a period of one (1) year, while
detail with consent shall be allowed for a maximum of three (3) years which
shall be renewed every six (6) months. The extension or renewal of the detail
shall be discretionary on the part of the parent agency thru the exigency of
the service. The office of the Personnel Accounting Section, Administrative
Division in coordination with the Office of the Personnel Placement Section,
Human Resource Management Division or their counterparts in regional office
of his/her unit, shall monitor the status of personnel under detail service.
2. Personnel requesting for detail or renewal of detail to other government

agency shall submit the following requirements for the issuance of an
appropriate order:
a. Letter of intent;
b. Certificate of Availability from the regional office (except for
renewal); and
c. Certificate of Accommodation/Letter request from the Receiving
government agency for the detail of the BFP personnel.
Hence, the BFP may choose any qualified BFP personnel who will be on detail
to other government agencies in the exigency of the service.
3. Upon approval of the detail, the concerned BFP personnel shall be relieved
from their current assignment and subsequently reassigned to office of
the Directorate for Personnel and Records Management (DPRM), BFP
National Headquarters (NHQ) or its counterpart in the regional office of
his/her unit. All BFP personnel being detailed to National Fire Training
Institute (NFTI) main campus shall be reassigned to the DPRM, BFP NHQ
regardless of unit assignment.
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The following requirements shall be submitted to the abovementioned office
and concerned receiving government agency of BFP personnel on detail, to wit:
a. Detail Service Order;

b. No Money and Property Accountability Clearance (respective office);
c. Service Record;
d. Itemized Leave Record;
e. Certificate of Monetization; and
f. Current Performance Evaluation form with rating.
4. During the period of detail, the receiving agency has the administrative
supervision and control over the detailed personnel. The receiving agency
has the following responsibilities:
a. Monitor the punctuality and attendance of the detailed personnel;

b. Approve request for leave;
c. Evaluate the employee’s performance;
d. Grant authority to travel; and
e. Exercise other acts necessary to effectively supervise the employee.
Provided, the BFP personnel on detail shall submit monthly reports of the abovementioned
matters from their receiving agency to be submitted to their respective mother units.
5. Detailed personnel shall be designated by the receiving agency to the

position whose duties are comparable to his/her position in the BFP.
6. Detailed personnel shall submit the Daily Time Record (DTR) or the like
and a monthly accomplishment report to his mother unit duly endorsed/
signed by their immediate supervisor from the receiving agency on or
before the 5th day of the month.
7. The performance evaluation forms of all BFP personnel on detail shall

be rated by their receiving agency and shall be submitted to their mother
units.
8. The schedule for submission of performance evaluation ratings and

authenticated forms shall be in coordination with Personnel Appraisal Section
(PApS), BFP NHQ or its counterpart to the regional office concerned.
9. In cases of the detail service with personal travel abroad, subject personnel
shall observe the receiving agency’s existing guidelines in applying for
leave, provided that a report on this matter is submitted to the parent
agency for record purposes.
126
10. Commissioned Officers who are on Detail Service (DS) with other
government agencies upon termination shall be assigned to staff or
administrative positions for at least six (6) months before they are
designated to key positions in the BFP.
11. Upon expiration of detail service, subject personnel shall immediately

report to his/her mother unit forwarding the following documents duly
signed by the receiving agency without the need of any order of restoration:
a. Itemized Leave Record or Monthly Leave Reports or copy of approved

leave application; and
b. Rated performance evaluation report form.
3. All human resource actions and movements, including Monetization of

leave credits, concerning the detailed employee, shall still be under the
jurisdiction of the parent agency notwithstanding that the employee is
detailed in other agency.
VI. SANCTIONS AND PENALTIES
Administrative cases for misconduct, insubordination or other related offenses

under the Civil Service Commission Rules on Administrative Cases in the Civil
Service (RACCS) and/or other relevant laws, rules and regulations shall be filed
against BFP personnel who will violate provisions of this circular.
VII. REPEALING CLAUSE
All orders, circulars and other issuances inconsistent herewith are deemed repealed
or amended accordingly.
VIII. EFFECTIVITY
This Memorandum Circular shall take effect immediately.

DIRECTOR (DSC)
Chief, BFP
127
22 June 2020
Date
MEMORANDUM CIRCULAR
NUMBER 2020-020
AMENDMENT OF RULE IV. ITEM 1. OF BFP MEMORANDUM CIRCULAR

NO. 2019-002, RE: POLICY GUIDELINES IN THE REASSIGNMENT,
DESIGNATION AND DETAIL OF PERSONNEL IN THE BUREAU OF FIRE
PROTECTION (BFP)
1. REFERENCE
Memorandum Circular No. 2019-002, Re: Policy Guidelines in the

Reassignment, Designation, and Detail of Personnel in the Bureau of Fire Protection
(BFP).
2. AMENDMENT
The provisions as indicated in Rule IV. item I. Personnel Placement Board

(PPB) of Memorandum Circular No. 2019-002 dated 11 March 2019 is hereby
amended as follows:
As Read:
“ Rule IV. Defenition of Terms

xXxXx
128
I. Personnel Placement Board (PPBs) - a board created at all levels which
shall include a representative from the Office of the Secretary (OSEC). The board
shall deliberate and recommend the propose reassignment, designation and detail of
personnel. It shall be composed of the following:
BFP NHQ PPB
Members : Director for Human Resource Development

Director for Information and Communication
Director for Operations
Director for Plans
Director for Comptrollership
Head Secretariat : Chief, Human Resource Management Division
Member : Chief, Personnel Placement Section, HRMD
xXxXx”
As Read:
“ Rule IV. Defenition of Terms

xXxXx
I. Personnel Placement Board (PPBs) - a board created at all levels that shall
deliberate and recommend the propose reassignment and designation for key
positions. It shall be composed of the following:
BFP NHQ PPB
129
Vice-Chairperson : Deputy Chief for Operations
Members : Chief Directorial Staff

Director for Human Resource Development
Director for Plans
Director for Information and Communication
Head Secretariat : Chief, Human Resource Management Division
Member : Chief, Personnel Placement Section, HRMD

Personnel Placement Section Staff
xXxXx”
3. REPEALING CLAUSE
All previous issuance of orders inconsistent herewith are hereby repealed/

amended accordingly.
4. EFFECTIVITY

DIRECTOR (DSC)
Chief, BFP
130
17 JULY 2020
Date
MEMORANDUM CIRCULAR
NUMBER 2020-021
AMENDED GUIDELINES IN THE ASSIGNMENT OF BUREAU OF FIRE

PROTECTION (BFP) PERSONNEL AS AIDE-DE-CAMP AND
SECURITY/LIAISON OFFICER
I. REFERENCES
1. Memorandum Circular No. 2019-019 dated 11 September 2019 entitled

“Revised Bureau of Fire Protection Career Progression Policy;
2. Memorandum Circular No. 2019-002 dated 11 March 2019, re: Policy

Guidelines in the Reassignment, Designation and Detail of Personnel in
the Bureau of Fire Protection;
3. Memorandum Circular No. 2019-010 dated 15 May 2019, re: Policy

Guidelines on Application for Leave of BFP Officers and Personnel on
Detail Service; and
4. BFP Approved Organizational Structure.
II. SCOPE
This policy shall supplement BFP Memorandum Circular No. 2019-005 dated
16 April 2019, re: Guidelines in the Assignment of BFP Personnel as Aide-de-
Camp and Security/Liaison Officer.”
131
It shall cover the assignment of personnel to the Chief, BFP, BFP Commissioned
Officers with the rank of Chief Superintendent and former Chief, Acting Chief or
OIC of the BFP as Aide-de-Camp and/or Security/Liaison Officer.
III. RATIONALE
BFP Commissioned Officers with the rank of Chief Superintendent are

designated to positions which require highest responsibility of ensuring that the
mission and functions of the BFP are being carried out. High ranking Commissioned
Officers assists the Chief, BFP in the over-all command, supervision and control
of all elements of the BFP, specifically in the administrative and operational
management. Accordingly, Aide-de-Camp and Security/Liaison Officers shall
be in-charge of ensuring the safety and welfare of Chief Superintendents as they
perform their tasks.
Former Chiefs of the BFP, including Officer-in-Charge (OIC) or those in

Acting Capacity, are entitled to Security/Liaison Officer/s who will be responsible
in ensuring their safety and security.
For the purpose of this Memorandum Circular, the following definition of

terms shall be used:
1. Aide-de-Camp – provides general assistance and security to High Ranking

BFP Commissioned Officers, to wit:
Rank Aide-de-Camp with the rank of
Director Senior Inspector
CSUPT Inspector
2. Security/Liaison Officer – a BFP Non-Commissioned Officer (NCOs)

with the rank of Senior Fire Officer 1 (SFO1) to Senior Fire Officer 4
(SFO4) who (a) provides assistance and security to High Ranking BFP
Commissioned Officers and former Chief of the BFP, including OIC or
those in Acting Capacity; and (b) responsible in providing transportation
from one location to another and ensures safety and comfort while
simultaneously keeping track of navigation, traffic and timing. Rank
requirement is based on the approved Organizational Structure.
132
V. OBJECTIVES
1. To set standards in the assignment of personnel as Aide-de-Camp and

Security/Liaison Officer as well as to provide specific guidelines in the
termination and recall of assignment of personnel; and
2. To maintain smooth career progression, and well-rounded career path for

personnel in the BFP service.
VI. POLICIES OR GUIDELINES
1. The Chief, BFP and BFP Commissioned Officers with the rank of Chief
Superintendent are entitled to both Aide-de-Camp and Security/Liaison
Officer, preferably with training on VIP security and/or other related
schooling.
2. Former Chief of the BFP and those in Acting Capacity, who compulsorily
retired as Chief or Acting Chief, BFP, shall be accorded with a courtesy
privilege of having two (2) Security/Liaison Officers.
3. Former OIC, BFP, who compulsorily retired as OIC, BFP, shall be given
the privilege of having one (1) Security/Liaison Officer.
4. Below are the policies for the Security/Liaison Officers for former Chief,
Acting Chief or OIC, BFP:
a. Assignment shall be allowed only for a maximum period of one (1)

year. Renewal of assignment is not allowed; and
b. NCOs may be designated as Security/Liaison Officers provided they

are not relatives of the former Chief, Acting Chief or OIC of the BFP
up to the third (3rd) degree of consanguinity or affinity.
5. On Performance Evaluation. Personnel assigned as Aide-de-Camp and

Security/Liaison Officers shall submit Performance Targets, Individual
Performance Commitment Review (IPCR) Form and other requirements of
BFP Strategic Performance Management System (SPMS). The IPCR Form
of Aide-de-Camp and Security/Liaison Officers shall be signed/rated as
follows:
133
Particulars Rater
Assigned at NHQ
(Aide-de-Camp and/or Security/ Immediate supervisor where the
Liaison Officer for active Senior personnel is assigned
Officer)
Assigned at Regional Office
(Aide-de-Camp and/or Security/ Regional Administrative Officer
Liaison Officer for active Regional where the personnel is assigned
Director)
Assigned within NCR Chief, Administrative Division,
(Security/Liaison Officer for Directorate for Personnel and
former Chief, Acting Chief or OIC Records Management (DPRM),
of the BFP) BFP National Headquarters
Assigned outside NCR
(Security/Liaison Officer for Regional Administrative Officer
former Chief, Acting Chief or OIC where the personnel is assigned
of the BFP)
6. The BFP at any time may terminate/recall the assignment of the Aide-de-
Camp and Security/Liaison Officer for a cause.
7. Non-Uniformed Personnel (NUPs) are not allowed to be designated as

Aide-de-Camp and Security/Liaison Officer.
8. The DPRM and the Regional Administrative Division shall be responsible

in the effective implementation of this circular.
VII. PROCEDURES
1. Observing the Delegation of Authority stated in Memorandum Circular

No. 2019-002 dated 11 March 2019, Regional Director with the rank of
Chief Superintendent may issue Regional Order designating his/her Aide-
de-Camp and Security/Liaison Officer.
2. Chief Superintendents assigned at the National Headquarters shall submit

a written request for both Aide-de-Camp and Security/Liaison Officer.
134
3. A written request from the former Chief, Acting Chief or OIC of the BFP
shall be submitted together with the Letter of Intent (LOI) from requested
BFP personnel for issuance of appropriate Bureau Order.
4. The request shall be channeled through the Personnel Placement Section,

Human Resource Management Division, Directorate for Human Resource
Development (PPS, HRMD, DHRD) for the approval of the Chief, BFP.
5. Personnel assigned as Security/Liaison Officer/s of the former Chief

of the BFP, including OIC and those in Acting Capacity, within the
National Capital Region (NCR) shall report to the DPRM, BFP National
Headquarters while those outside of the NCR shall report to their respective
Regional Administrative Division every 15th and 30th day of the month,
in prescribed uniform, for accounting and monitoring purposes.
6. The DPRM, BFP National Headquarters and Regional Administrative

Officer shall conduct personnel inventory for personnel assigned as
Security/Liaison Officer/s of the former Chief, Acting Chief and OIC of
the BFP every six (6) months.
VIII. CAUSES FOR TERMINATION/RECALL
1. Aide-de-Camp and Security/Liaison Officer/s may be terminated/recalled

by the Senior Officers for any action such as:
a. Serious misconduct
b. Willful disobedience
c. Gross and habitual neglect of duty
d. Fraud or breach of trust
e. Drunkenness
f. Failure to report as prescribed in Section VII item 5 of this circular
within one (1) month
g. Failure to submit performance evaluation form for one rating period
h. Found suffering from any disease and whose continued service
is prejudicial to his or health as well as to the health of the Senior
Officers
i. Commission of a crime involving moral turpitude
j. Other circumstances analogous to any of the foregoing
11. Aide-de-Camp and Security/Liaison Officer/s may submit for voluntary

termination/recall of service for any actions such as:
135
a. Physical injury and situation which may hamper him or her in
performing the task
b. Due for mandatory training
c. Situations that would create hostile environment between him or her
and the Senior Officers
4. Request for transfer and subsequent assignment as Aide-de-Camp and/or

Security/Liaison Officer/s shall only be accommodated provided that it is
accompanied by a duly approved swapping of assignment.
5. For termination/recall of personnel assigned as Security/Liaison Officer/s

of former Chief, Acting Chief or OIC of the BFP, the latter shall execute a
written notice addressed to the Chief, BFP specifying therein the grounds
for terminating/recalling the services of the personnel.
IX. REPEALING CLAUSE
All office memoranda, orders, and circulars inconsistent with the provisions of
this circular are hereby amended or modified accordingly.
X. EFFECTIVITY

DIRECTOR (DSC)
Chief, BFP
136
____________________
Date
MEMORANDUM CIRCULAR
NUMBER 2020-026
PLACEMENT OF FIRE COMMISSIONED OFFICERS IN THE BUREAU

OF FIRE PROTECTION (BFP)
I. SCOPE:
This Circular shall apply to the Placement of all Fire Commissioned Officer in
the Bureau of Fire Protection.
II. OBJECTIVES:
a. To provide equitable, valid standards and methods of evaluating the

competence and qualifications in the placement and promotion of officers
in the BFP;
b. To promote equal access and opportunity for professional growth and

career advancement for all qualified and competent officers and personnel
regardless of gender and affiliation;
c. To promote transparency and accountability, and upholding the integrity of

such human resource actions, with end view of enhancing professionalism
and organizational effectiveness in the BFP.
d. To prescribe criteria based on merit and fitness and adopt a standard

procedure in evaluating the qualifications of candidates for reassignment,
designation and promotion to a certain position in the BFP and detail
consistent with the provisions of Republic Act No. 9263 as amended by
Republic Act No. 9592.
137
e. To establish reasonable and valid measures of assessing the competencies
and qualifications of all candidates competing for a particular designation.
f. To make BFP Officers well-rounded in the diverse functions of the agency

through harmonious rotation to prescribed positions and geographical duty
areas.
III. REFERENCES:

a. 2017 Omnibus Rules on Appointments and Other Human Resource
Actions (revised July 2018);
b. Republic Act No. 9263, “Bureau of Fire Protection and Bureau of Jail
Management and Penology Professionalization Act of 2004” and its
Implementing Rules and Regulations (IRR);
c. Republic Act No. 6975 otherwise known as DILG Act of 1990 and its
Implementing Rules and Regulations.
d. Civil Service Commission (CSC) Resolution no. 1600794 dated 14

July 2016 “Amendment of the Eligibility Requirement for Fire Senior
Superintendent Rank: Bureau of Fire Protection”;
e. DILG Circular No. 2018-29 dated 09 November 2018, re: Amendment to
Circular No. 2018-18, re: Delegation of Authority – Interior Sector;
f. DILG Circular No. 2011-09 dated 21 June 2011, re: General Guidelines
in the Reassignment/Designation/Detail of Personnel in the Bureau of Fire
Protection and Bureau of Jail Management and Penology; and
g. BFP Memorandum Circular No. 2019-019 dated 11 September 2019, re:
Revised Bureau of Fire Protection Career Progression Policy.
IV. DEFINITION OF TERMS:

For the purpose of this Memorandum Circular, the following terms are hereby
defined:
a. Acting Capacity – entails not only the exercise of the ministerial functions
attached to the position but also the exercise of discretion since the person
designated is deemed to be the incumbent of the position.
138
b. Administrative Positions – involves purely clerical, staff and managerial
functions. It includes assignment to the Office of the Provincial Fire
Marshal, Office of the Regional Director, National Headquarters, and
other support units.
c. Awards & Commendation – medals/ letters/ certificates recognition of

exemplary accomplishments received while in the performance of duty in
the present rank.
d. Candidate – any qualified BFP personnel considered, recommended, and

endorsed for a certain reassignment, designation and detail.
e. Career Ladder – Refers to the progression of positions in the BFP based

on the degree of authority and responsibility, prescribing the exclusive and
entry positions per rank and preparatory positions to a higher rank.
f. Commissionship – refers to the conferment of rank upon entry into the

fire service as Commissioned Officer reckoned by the year of actual
appointment as officer. For Lateral transfers into the BFP coming from
other uniformed services/agencies, the date of officership shall be based
on the date of entry/appointment in the BFP and not on the date of
appointment from the previous institution/line of service prior to joining
the BFP.
g. Component Cities (CC) - cities which do not meet the requirements set
forth for Highly Urbanized and Independent Component Cities, in which
they are geographically located.
h. Designation – is an imposition of duties and responsibilities to be

performed by a public official which is temporary in nature and can be
terminated anytime by the appointing authority.
i. Detail – temporary movement of an employee from one unit/service to

another within the BFP which does not involve a reduction in rank, status
or salary for a specific period of time.
j. Entry Positions – refers to positions that may be occupied by officers

holding one (1) rank lower than the prescribed rank for the said position.
k. Exclusive Positions – refers to positions that can only be occupied by

officers holding the rank prescribed for the said position.
139
l. Fire Commissioned Officer (FCO) – refers to the BFP Uniformed
Personnel with the rank of Inspector to Director or as may be determined
by existing laws.
m. Field Positions – positions performing the one of the mandates of the

safety inspection, fire arson investigation and fire prevention campaign. It
includes assignment to fire stations, and other operating units. Assignment
to training units, such as: NFTI, PNPA, PPSC, etc. shall be considered
field positions.
n. Fitness – refers to the appropriateness or suitability of an officer to occupy

a particular position, as determined from an established set of criteria.
o. Geographical Duty Assignment- refers to the location and/or nature

of unit assignment of personnel which will be used as one of the basis
for evaluation of the well-roundedness of an officer. Geographical duty
assignments shall be classified within the three major island group of
the country, namely, Luzon, Visayas and Mindanao as to urban or rural,
national, regional provincial and/or local.
p. Highly Urbanized Cities (HUC) - Cities with a minimum population of

two hundred thousand (200,000) inhabitants, as certified by the Philippine
Statics Authority, and with the latest annual income of at least Fifty
Million Pesos (P50,000,000.00) based on 1991 constant prices, as certified
by the city treasurer.
q. Independent Component Cities (ICC) - cities whose charters prohibit

their voters from voting for provincial elective officials. Independent
component cities shall be independent of the province.
r. Key Positions in the BFP – refer to positions of major responsibility over

an office or unit. The key positions in the BFP under Republic Act No.
9263 are as follows:
i. Chief, Bureau of Fire Protection

ii. Deputy Chief for Administration
iii. Deputy Chief for Operations
iv. Chief Directorial Staff
v. Directors of the Directorates
vi. Regional Directors
140
vii. Provincial/District Fire Director
viii. City Fire Director, High urbanized cities
ix. City/Municipal Fire Marshal
x. Other similar positions that maybe activated and/or created in the
future in consonance with the proposed reorganization of the BFP.
s. Line Officers – classification of officers performing the mandates of the

safety inspection, fire arson investigation, fire prevention campaign and
related administrative work. For purpose of determining their respective
competencies vis-à-vis selection and placement, line officers may be
classified as either Command Line Officers or Staff Line Officers.
1. Command Line – line officers who have held or are qualified to hold
key positions in the BFP because of their command, leadership and
managerial competence, well-rounded experience in administrative
and field duty and diversified geographical assignment.
2. Staff Line – line officers who have specialized in a particular fire

suppression skill or functional field, e.g. administration (personnel/
human resource management/planning), investigation and intelligence,
logistics, finance, fire prevention campaign, etc., or those who have
spent most of their active service as staff officer or in administrative
assignments.
t. List of Eligible – refers to the roster of officers who meet the mandatory
requirements set for a particular position consistent the approved BFP
qualification standards.
u. Mandatory Requirement – refers to the qualifications that an officer must

possess in order to be considered for promotion and/or placement to key
position and other positions of responsibility.
v. Merit – shall mean demonstrated superiority in capability (skills and

experience) accomplishments, service reputation, competence, and core
values manifested in FORs’ individual fire service. It shall also mean
excellence in the performance of duty (for line officer) or technical
expertise in their respective fields for (technical service officers).
w. Officer-in-Charge (OIC) – enjoy limited powers which are confined to

functions of administration and ensuring that the office continues its usual
activities. The OIC may not be deemed to possess the power to exercise
141
of discretion which is beyond the power of an OIC, unless the designation
order issued by the proper appointing officer/authority expressly includes
the power to involve exercise of discretion.
x. Other Positions of Responsibility – refers to positions of importance

other than the key positions in the BFP, such as but not limited to Chief
of the Support Units under the Command Group, Division Chiefs of the
Directorial Staff, Command Group of Regional Office, Regional Division
Chiefs, Chiefs of Offices.
y. Performance Rating – the work output on a position/designation held

for two (2) rating periods immediately preceding the application for
promotion.
z. Personnel Placement Board (PPB) – a board created at all levels who shall
deliberate and recommend the propose placement to position of officers to
the appointing authority. It shall be composed of the following:
National Headquarters
1. Senior Officers Personnel Placement Board (SSUPT-CSUPT) – refers

to the group of officers authorized to deliberate and recommends placement
to key positions.
Chairperson: Deputy Chief for Administration

Vice-Chairperson: Deputy Chief for Operations
Member:
Chief Directorial Staff
Director for Personnel
Director for Plans
Director for Law Enforcement and
Community Relations

Head Secretariat: Chief, Human Resource Management Division
Member: Personnel Placement Section

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2. NHQ Junior Officers Personnel Placement Board (Insp-Supt) – refers
to the group of officers authorized to deliberate and recommends placement
to positions in the NHQ that requires ranks of Inspector to Superintendent.
Chairperson: Chief Directorial Staff

Vice-Chairperson: Directorate for Personnel
Member: Director/s of concerned Directorates
Chief, Headquarters Support Service
Division Chiefs of the Director for personnel
Secretariat: Personnel Placement Section

Regional Office
3. Regional Personnel Placement Board - refer to the group of officers

authorized to deliberate and recommends placement to key positions in
its jurisdiction.
Chairperson: Deputy Regional Director for Administration
Vice-Chairperson: Deputy Regional Director for Operations
Member: Regional Chief of Staff

Chief, Administrative Division
One (1) Division Chief
Secretariat: Chief, Human Resource Management Section
Provincial Offices/District Office of NCR
4. Provincial/District Personnel Placement Board - refer to the group of

officers authorized to deliberate and recommends the placement of officers
under its jurisdiction.
Chairperson: Deputy Provincial/District Director

Member: Three (3) Fire Commissioned Officers assigned within
the Province/District involved
Secretariat: Administrative Branch/Unit of the Provincial Office

aa. Placement – refers to the selection and designation of an officer to a key
position or other positions of responsibility.
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bb. Promotion – is the advancement of an officer from the current rank to the next
higher rank with an increase in duties and responsibilities as authorized by law and
usually accompanied with an increase in the salary.
cc. Zone of Consideration – refers to the group of FCOs who are occupying
positions in the Table of Organization (entry position) and considered for promotion
prescribed in this circular as initially evaluated by the proper authorities.
dd. Qualification Standards (QS) – minimum requirements for any position

expressed in terms of education, training, work experience and appropriate
eligibility set forth by the CSC.
ee. Reassignment – movement of an employee across the organizational structure

within in the same department or agency, which does not involve a reduction in
rank, status or salary.
ff. Senior Officers – Commissioned Officers with the rank of Fire Senior
Superintendent up to Director.
gg. Seniority Lineal List – refers to the hierarchical listing by rank of all uniformed
personnel based on the dates of promotions, appointments, and other established
parameters.
hh. Staff Duty – Refers to the assignment to a position where the FCO provides
advice and perform tasks relating to personnel management, fire safety, intelligence,
investigation, operations, logistics, training and the like.
ii. Table of Organization (TO) Positions – refers to positions requiring a particular

rank as required by the latest Organizational Structure.
jj. Technical Service Officers – classification of officers who were originally

absorbed to the BFP, either directly or through lateral entry, by virtue of their
specialized and technical qualification as Doctor of Medicine, Members of the
Philippine Bar and Chaplain. Fire Commissioned Officers who possess or may
acquire the same highly specialized and technical skills but originally commissioned
in the regular corps of officers shall be considered as line officers.
kk. Third Level Positions – refers to the positions requiring a designation of a

Senior Officer.
ll. Time-In-Position – the accumulated number of time in the present position/

designation.
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mm. Training – refers to the mandatory training requirement appropriate to the
rank of the BFP personnel. It is a process which intends to establish and improve
the capabilities of fire officers/personnel in their respective roles.
V. GOVERNING PRINCIPLES AND GUIDELINES
In addition to the basic qualification standards and other requirements set forth
by laws, rules and regulation and other relevant CSC guidelines, this placement
system shall be governed by the following principles and standards.
i. Rank Structure
Placement and Promotion of FCO shall be based on the approved Rank

Structure and Authorized Strength (Annex A) of the BFP and the approved
delegation of authority (Annex B).
FCO shall only be assigned/designated to the exclusive and entry positions

as indicated in Table of Organization (annex C).
All BFP officers with the rank of Chief Superintendents shall be assigned
at the National Headquarters (NHQ) to compose the Command Group
and Directors of Directorates, Director of Health and Legal Service and
Regional Director of BFP NCR.
The deployment of FCO shall be based on the operational necessity of the

agency. All FCO of the BFP can be assigned and deployed to units and
offices where their service and/or technical expertise are highly needed.
ii. Job Rotation
Each BFP officer shall go through the assignment rotation in command

and staff duties in different field positions and training duties including
exposure to a variety of field positions, provincial, regional and national
headquarters experiences to enhance his/her competence to serve the
bureau.
FCO shall serve at least six (6) months and at most two (2) years in a
particular position except for technical position and in cases where
exigency of the service so requires otherwise.
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Key Officers must serve in a particular office/unit/station for not more
than two (2) consecutive years, after which they shall be reassigned to
other office/unit/station. However, respective designating authorities
may reassign or transfer them to other office/unit/station any time in the
exigency of the service and/or for any valid cause.
iii. Promotion by Vacancy in Position and Rank
All promotion of FCO shall be for the reason of vacancy in position and
not merely due to vacancy in rank. No officer shall be promoted to any
position unless he is holding a position (Entry position) requiring such
ranks.
iv. Placement as requirement prior to promotion.
FCO shall apply and occupy an entry position and shall hold the position
as Officer-in-Charge/Acting Capacity for at least six months prior to his/
her application to the next higher rank that correspond the rank of position
applied.

FCO who applied for promotion shall not be relieved from his present
position until he/she has been promoted, unless relieved for a cause.
Otherwise the FCO shall no longer be eligible for promotion as the FCO is
not holding position commensurate to the rank applied for once promoted.
After promotion, such promoted FCO occupying the position shall not
be relieved and serve a minimum period of one (1) year in full capacity
before they can request for reassignment to other position commensurate
to their ranks.
v. Fairness and Equality
All FCO shall be given equal opportunity to hold positions provided

they are competent and qualified. There shall be a considerable balance
between competencies and seniority. Candidate for placement must neither
be too junior nor too senior (overqualified) for a particular position.
While the BFP culture considers seniority as an important criterion in the
selection and placement of officers, the qualifications and competencies
of candidates shall be taken into account with at least equal, if not, more
importance.
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vi. Newly Appointed Fire Office in Ranks
The newly appointed FCO thru lateral entry shall be required to have a
mandatory field experience of at least six (6) months to BFP fire stations
after the completion of the mandatory orientation training.
Upon completion of the mandatory orientation training and field duty

experience of the newly appointed FCO thru lateral entry, except for
technical service officer where their specialization is needed, shall only
be designated to the following unit assignment/designation for at least one
year:
a. Station/Sub-station Commander;
b. Admin Officer (NHQ, Regional Office, Provincial/District
Office);
c. Aide-de-Camp (Directors of Directorates/Regional Directors
with the rank of CSUPT);
d. Section/Branch Chiefs of Provincial/District/City/Municipal
Stations
vii. Concurrent Designation
In case that the present qualified ranks are not sufficient to fill the required
exclusive and entry positions, the Personnel Placement Board (PPB) may
conduct evaluation and subsequent selection among the most eligible
officers to hold such positions in concurrent capacity; provided that the
PPB justifies said insufficiency, placing paramount consideration on the
required experience, education, training and eligibility, pursuant to the
Qualification Standards approved by the Civil Service Commission.
Hence, there shall be no concurrent designation for Officers holding key

positions.
viii. Technical Service
FCO who were originally absorbed as Technical Service Officers (TSO)

shall be designated to their career path in the technical service as indicated
in their original appointment. However, TSO may be designated to staff
duty function where their expertise is needed.
Lawyers, Medical Doctors and Chaplains appointed directly as Senior

Inspector by virtue of their special competency shall be assigned
exclusively to technical Service unit.
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ix. Detail Service of Line Officer and Technical Service Officer within the
BFP
In case of vacancy and lack of qualified technical service officers, the

Chief, BFP, thru PPB, may designate a qualified line officer as acting
capacity. In the same manner, the technical service officers may be
designated to a command function of line officers as acting capacity both
considered as detail service within the BFP.
Detail service of both officers shall be valid for a minimum period of six (6)
months and up to a period of only one (1) year for officers without consent
of the officer involved and a maximum of three (3) years for officers with
consent of the involved officer renewable every six (6) months.
Extension or renewal of the detail shall be discretionary on the part of the

Chief, BFP.
x. One-Year-before-Retirement Rule
Key Officers, who are due for compulsory retirement within a year before
his /her retirement date, is given preferential assignments specifically in
areas near their hometown or home region commensurate to their ranks.
xi. Tour of duty
In order for all officers to have an opportunity of pursuing a balanced and

well-rounded career in the BFP through a system of assignments and job
rotations and give opportunity to an increasing number of qualified officers
may hold the following key positions and other office of responsibility
for a maximum of cumulative period as indicated below. Hence, except
for the Chief, BFP, Deputy Chiefs for Administration and Operation and
Chief Directorial Staff, whose designation shall be made by the President,
may serve in a particular office/unit/station for not more than two (2)
consecutive years be reassigned to a staff position for a minimum period
of six (6) months before he can/she can be designated to another position
indicated below:
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Position Maximum Cumulative Period
Chief, BFP four (4) years
DCA/DCO/CDS four (4) years
Directors of Directorates four (4) years
Regional Directors six (6) years
Deputy Regional Directors for

six (6) years
Administration
Deputy Regional Directors for

six (6) years
Operations
Regional Chief of Staff six (6) years
Provincial/District Fire Marshal six (6) years
City Director/City Fire Marshal Six (6) years
Municipal Fire Marshal eight (8) years
Designation as OIC/Acting capacity shall form part of the cumulative

period/TIP on the above mentioned positions.
xii. Additional Mandatory Work Experience for Key Positions
To promote equal access and opportunity for professional growth and

career advancement for all qualified and competent officers and personnel
regardless of gender and affiliation, besides the minimum qualification
standards, the candidates of the following positions must possess the
mandatory requirement and qualifications indicated:
1. Directors of Directorates:
a. Minimum one cumulative year as Regional Director
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2. Regional Directors:
a. Minimum one cumulative year as Deputy Director of the

Directorates at the National Headquarters or District/Provincial
Fire Marshal; and
b. Minimum one cumulative year as Deputy Regional Director for
Administration or Operations.
3. District Fire Marshal, NCR and Deputy Director of Directorial Staff:
a. Minimum one cumulative year as Provincial Fire Marshal; and

b. Minimum one cumulative year as Division Chief of National
Headquarters/Regional Office.
4. Deputy Regional Director for Administration:
a. Minimum one cumulative year as Deputy Regional Director for

Operations
5. Deputy Regional Director for Operation:
a. Minimum one cumulative year as Regional Chief of Staff
6. Regional Chief of Staff:
a. Minimum of one cumulative year as Provincial FireMarshal/

Director
7. District/Provincial Fire Marshal/Director:
a. Minimum one cumulative year as City/Municipal Fire Marshal;

and
b. Minimum of one cumulative year as Division Chief or Unit Chief
of Support Service of the National Headquarters or Regional
office
8. City Fire Marshal/City Director of Highly Urbanized Cities:
a. For Highly Urbanized and Independent Component Cities:

i. Minimum of one cumulative year as Division Chief or
Unit Chief of Support Service of National Headquarters or
Regional Office; and
150
ii. Minimum of one cumulative year as City Fire Marshal of a
Component City; and
b. For Component Cities:

i. Minimum of one cumulative year as Municipal Fire Marshal;
and
c. Minimum one cumulative year as Section Chief in the National

Headquarters/ Regional Office/ Provincial/District Office.
9. Municipal Fire Marshal:
a. Minimum one year experience as Station/Sub-station Commander

of a fire stations; or
b. Section Chief/Special Disbursement Officer/Administrative
officer in the National Headquarters/ Regional/Provincial/
District office
Affected officers, upon the effectivity of this circular, who are

currently occupying such positions but does not meet nor possess the
abovementioned additional Mandatory Work Experience for Key
Positions shall be relieved subject to the availability of qualified officers.
However, additional mandatory work experience pre-requisite for such
key position shall not be required for officers who are over-ranked to the
said pre-requisite position/designation.
Relieved officers shall be designated to the mandatory work experience

required from his/her previous designation as long as the designation is
commensurate to his/her rank.
xiii. Minimum Qualification
FCO shall possess the required training, education, work experience and
eligibility pursuant to the approved Qualification Standard prescribed by
the Civil Service Commission before they are considered for placement
and promotion.
FCO should be qualified for such position, based on the competency

framework for each designation established by the BFP, to take over the
positions of the respective officers to be relieved or rotated out of the unit
concerned. If designated Commissioned Officer lacks such competency,
151
such as but not limited to appropriate trainings or schooling, he/she
shall immediately take necessary actions to comply to his/her lacking
competency within six months. If the said Commissioned Officer did not/
cannot comply, he/she shall be immediately relieved and be transferred to
unit/offices where his existing competency fits.

VI. PROCEDURES:
i. Upon vacancy of a specific position, the appropriate authority shall first

designate an officer who will serve as Officer-in-Charge until an applicant
is recommended by the appropriate board and subsequently confirmed/
approved.
ii. Concerned PPB shall continuously accept applicants, duly endorsed by

their supervisor thru channel, for placement to T.O position. PPB shall
deliberate all applicants for such position based on the set criteria (Annex
D) prior to its endorsement to proper authority (Annex B) of the issuance
of appropriate order.
Hence, in the exigency of the service, the PBB may choose and deliberate
from the qualified officer or list of eligible to be placed on a specific
designation/position for the purpose of job rotation and provide equal
opportunity to all officers to hold various designation/position if there is
no application submitted.
iii. Applicant shall apply to the proper authority (Annex B) and be endorse to
the concerned PBB for deliberation. Applicants shall submit the following
documentary requirements for deliberation:
a. Personal Data Sheet;

b. Service Record;
c. Awards and commendations; and
d. Latest rating of the Individual Performance Commitment and Review
(IPCR) or Office Performance Commitment and Review (OPCR);
iv. iv. Upon deliberation of the appropriate board, it shall be forwarded to

the appointing officer for the issuance of appropriate order. Hence, if the
applicant is required for a movement from region to region or region to
national headquarters or vice versa, the approved board resolution shall
be forwarded to the Director for Personnel (DP), NHQ for the issuance of
appropriate order.
152
v. Selected applicant for a specific position, upon approval or confirmation
of the appropriate board resolution, shall be designated as acting capacity
until the applicant will be promoted and have the appropriate rank for the
position.
However, if the applicant was not selected for the positioned applied,
said officer shall be integrated to the list of eligible upon vacancy of the
position applied for or other possible position that will adhere to his/her
rank.
vi. The designation of Deputy Chief for Administration, Deputy Chief for
Operations and Chief Directorial Staff shall be recommended by the Chief,
BFP through a BFP NHQ SOPPB Resolution. Said recommendation shall
be submitted to the office of the Secretary of the Department of the Interior
and Local Government for the endorsement to the office of the President.
vii. The recommendation for the designation of NHQ Directors of Directorates

and Regional Directors, and National Fire Training Institute Director shall
be covered by a BFP NHQ SOPPB Resolution. Said recommendation shall
be submitted to the Office of the SILG for confirmation.
viii. For the designation of Deputy Regional Director for Administration,

Deputy Regional Director for Operations, Regional Chief of Staff,
District Fire Marshal and Provincial Fire Marshal, a Regional Personnel
Placement Board (RPPB) Resolution recommending the reassignment and
designation of BFP Officers should be issued. The approved resolution shall
be forwarded to the Directorate for Human Resource Development, BFP
NHQ for the preparation of Bureau Order confirming the reassignment/
designation of BFP Officers if found in accordance with the existing rules
and regulations.
ix. Transferred FCO from one unit to another unit shall clear himself/herself
from money and property accountabilities from his/her previous unit and
submit a set of 201 file upon reporting his/her new place of assignment.
x. The Promotion Process shall conform with the approved Merit Selection
Plan (MSP) of the BFP.
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All other issuances inconsistent with this Implementing Guidelines are hereby
amended, modified and/or repealed accordingly.
VIII. EFFECTIVITY
This Implementing Guidelines shall take effect immediately.

DIRECTOR (DSC)
Chief, BFP
154
ANNEX A
Rank Structure and Authorized Rank Distribution
AUTHORIZED
RANKS
STRENGTH
DIRECTOR 1
CHIEF SUPERINTENDENT 13
SENIOR SUPERINTENDENT 39
SUPERINTENDENT 156
CHIEF INSPECTOR 194
SENIOR INSPECTOR 386
INSPECTOR 563
ANNEX B
DELEGATION OF AUTHORITY:
Reassignment/designation/detail of personnel shall be in accordance with the

provisions of the approved delegation of authority, to wit:
On Reassignment/Designation:
RECOMMENDING DESIGNATING
POSITION/DESIGNATION
AUTHORITY AUTHORITY
President of the
Chief, BFP SILG
Philippines
SILG through the
recommendation of the
President of the
DCA, DCO and CDS Chief, BFP through BFP
Philippines
Personnel Placement
Board
155
AUTHORITY AUTHORITY
DCA, DCO and CDS in an

SILG
Officer-in-Charge Capacity
Chief, BFP through

SILG (for
NHQ Directors of Directorates BFP NHQ Personnel
confirmation)
Placement Board
NHQ Deputy Directors of NHQ Personnel

Chief, BFP
Directorates Placement Board
NHQ Division Chiefs and NHQ Personnel

Chief, BFP
below (Officers) Placement Board
Chief, BFP through

SILG (for
Regional Directors BFP NHQ Personnel
confirmation)
Placement Board
Chief, BFP
(for
Regional Director
confirmation)
through Regional
DRDA, DRDO and RCS
Personnel Placement
SILG (for
Board
information)
Provincial/District
Regional
Fire Marshal through
Director
Municipal/City Fire Marshal Provincial/District
(for
Personnel Placement
confirmation)
Board
156
AUTHORITY AUTHORITY
Provincial/
District Fire
City/Municipal Fire Station City/Municipal Fire
Marshal
Head/Chief of offices Marshal
Cc: Regional
Office
Transfer/Reassignment of Provincial/
personnel from City/Municipal District Director
----
to another within the same Cc: Regional
province/district Office
City/Municipal Fire Station

City/Municipal
personnel except Chief of ----
Fire Marshal
Offices
ANNEX C
Itemized Table of Organization of Fire Commissioned Officers.
The following are the authorized ranks and positions herein listed
according to the degree of importance:
1) FIRE DIRECTOR (1)
Chief, BFP (1)
2) FIRE CHIEF SUPERINTENDENT
Line Officers
Exclusive Positions
a) Deputy Chief for Administration (1)

b) Deputy Chief for Operations (1)
c) Chief Directorial Staff (1)
157
Entry Positions
d) Directors of Directorates (7)

e) Regional Director, National Capital Region (1)
Technical Support Officers
f) Director, Health Service, BFP NHQ (1)

g) Director, Legal Service, BFP NHQ (1)
3) FIRE SENIOR SUPERINTENDENT
Line Officers
Exclusive Positions
a) Regional Director (except NCR) (16)

b) Director, NFTI (1)
c) Deputy Regional Director for Administration, NCR (1)
d) Deputy Regional Director for Operations, NCR (1)
Entry Positions
e) Deputy Directors of Directorates, BFP-NHQ (7)

f) Chief, Training Service, BFP NHQ (1)
g) Chief, Fire Investigation Group, BFP NHQ (1)
h) Chief, Fire Safety and Enforcement Group, BFP NHQ (1)
i) Chief, Search and Rescue Force, BFP NHQ (1)
j) Chief, Fire Laboratory Service, BFP NHQ (1)
a) Chief, Information Technology, Electronics and Communications
Service, BFP NHQ (1)
b) Chief, Public Information Service (1)
c) Chief, Retirement and Benefit Service, BFP NHQ (1)
k) Regional Chief of Staff, NCR (1)
l) Fire District Director (District Fire Marshal), NCR (5)
158
Technical Service Officers (4)
Entry Positions
a) Chief, Internal Affairs Service, BFP NHQ (1)

b) Chief, Chaplain Service, BFP NHQ (1)
c) Deputy Director, Health Service, BFP NHQ (1)
d) Deputy Director, Legal Service, BFP NHQ (1)
4) FIRE SUPERINTENDENT
Line Officers
Exclusive Positions
d) Deputy Regional Director for Administration (Except NCR) (16)

e) Deputy Regional Director for Operation (Except NCR) (16)
Entry Positions
f) Regional Chief of Staff (except NCR) (16)

g) Provincial Fire Director (81)
h) City Directors, Highly Urbanized Cities (except Quezon City and
Manila) (29)
i) District Directors (Cebu City, Zamboanga City, Cagayan De Oro
City, Davao City) (4)
BFP-NHQ (7)
j) Chief, Finance Service (1)

k) Chief, Headquarters Support Service (1)
l) Chief, Logistics Support Service (1)
m) Chief, Engineering Service (1)
n) Chief, Legislative Liaison Office BFP NHQ (1)
o) Chief, Internal Audit Service, BFP NHQ (1)
a) Chief, Foreign Relations Office, BFP NHQ (1)
b) Deputy Chief, Fire Laboratory Service, BFP NHQ (1)
p) Secretary to the Chief Directorial Staff, BFP NHQ(1)
c) Executive Assistant of the Chief, BFP (1)
159
Technical Service Officer
Entry Position
e) Deputy Chief, Chaplain Service, BFP NHQ (1)

f) Deputy Chief, Internal Affairs Service, BFP NHQ (1)
a) Chief, Legal Service, Regional Offices (17)

b) Chief, Internal Affairs Service, Regional Offices (17)
5) FIRE CHIEF INSPECTOR
Entry Positions
Line Officers
a) Deputy Provincial/District Directors

b) City Fire Marshal (Except Highly Urbanized Cities)
c) Division Chiefs (BFP NHQ and Regional Offices)
d) Deputy City Fire Director for Highly Urbanized Cities
Technical Service Officers
e) Chiefs, Chaplain Service, Regional Office (17)

f) Deputy Chiefs, Legal Service, Regional Office (17)
g) Deputy Chiefs, Internal Affairs Service, Regional Offices (17)
h) Deputy Chiefs, Health Service, Regional Offices (17)
c) Chiefs, Hearing Service, Regional Office (17)
6) FIRE SENIOR INSPECTOR
Line Officers
Entry Positions
a. Municipal Fire Marshal

b. Deputy City Fire Marshal (Except Highly Urbanized Cities)
c. Section Chiefs (NHQ, Regional Offices)
d. Aide-de-Camp of the Chief, BFP
e. Station Commander of Highly Urbanized Cities
160
Technical Positions
f. Medical Doctors
g. Legal Officers
h. Chaplain
7) FIRE INSPECTOR
Exclusive Positions for Fire Inspectors
a) Admin Officer (NHQ Directorates, Regional Office, Provincial/

District Office)
b) Budget/Finance/Petty Cash Custodian, Command Group and
Directorates NHQ
c) Aide-de-Camp (Directors of Directorates/Regional Directors with
the rank of CSUPT)
Entry Positions
a) Deputy Municipal Fire Marshal

b) Sub-station Commander
c) Section chiefs, Provincial/District/City/Municipal Stations
ANNEX D
RATING SYSTEM
Rating system in evaluating the merit and fitness of officers for selection and
placement shall apply if there are two or more qualified officers and the same time
not occupying same level to such vacant position and to the following hierarchal
key positions:

i. Deputy Chief for Administration;
ii. Deputy Chief for Operation;
iii. Chief Directorial Staff;
iv. Deputy Regional Director for Administration;
v. Deputy Regional Director for Operation;
vi. Regional Chief of Staff
161
The following criteria shall be observed:
Criteria Percentage
Work Experience 20%
Performance Rating 20%
Awards, Commendations and

20%
Recognition
Education and Training 20%
Rank Requirement under R.A No.

10%
9263 and Seniority
Geographical Duty Assignment 10%
TOTAL 100%
a. Work Experience (20%)
This criterion shall manifest the tenure of an officer to operations and

administrative work place. Operations shall mean exposure to fire fighting
operations, emergency medical and rescue services, fire safety inspection and
fire arson investigation and fire prevention campaign. Administrative shall mean
exposure to managerial functions. The highest point for this category is 20 points
which is equivalent to 20%.
Field of Assignment Points

Administrative
Human Resource Management 2 points
Finance 2 points
Logistics 2 points
Planning 2 points
Other administrative units 2 points
162
Operations
Suppression 2 points
Emergency Medical/Rescue
2 points
Services
Fire Safety Inspection and Fire
2 points
Prevention Campaign
Fire Investigation 2 points
Training Units (tactical officers/
2 points
Training Instructors)
TOTAL 20 points
b. Performance Rating (20%)
The highest possible score (HPS) for performance rating shall be twenty percent
(20%) based on their respective latest Individual/Office Performance Commitment
Review (IPCR/OPCR)
Outstanding Performance Rating

5.00 20%
Very Satisfactory Rating
4.9-4.99 18%
4.8-4.89 16%
4.7-4.79 14%
4.6-4.69 12%
4.5-4.59 10%
4.4-4.49 8%
4.3-4.39 6%
4.2-4.29 4%
4.0-4.19 2%
Note: Outstanding performance rating shall be supported with write-up

duly signed by the superior/rater.
163
c. Awards, Commendations and Recognition (20%)
1) Medals. Maximum weight of fifteen percent (15%)
Medals Percentage
Kagitingan 6%
Kabayanihan 5%
Natatanging Gawa 4%
Pambihirang Paglilikngkod 4%
Kadakilaan 4%
Natatanging Asal 3%
Kagalingan 3%
Kasanayan 2%
Katapatan 2%
Papuri 1%
Sugatang Magiting 1%
Paglilingkod (Loyalty) 1%
Pagtulong sa Nasalanta 1%
2) Awards/Commendations. The maximum weight of five percent (5%)
Issuing Agency Percentage

National and Agency Level Awards/Commendations 2.00%
Departments Undersecretary/Assistant Secretary 1.75%
Chief, BFP 1.50%
Deputy Chief for Administration/Deputy Chief for
1.25%
Operations/Chief Directorial Staff
Directors of Directorates/Regional Directors 1.00%
ARDA/ARDO/RCS/PFM/DFM 0.75%
City/Municipal Fire Marshal 0.50%
Local Chief Executives 0.50%
Civic/Non-Government Organizations 0.50 %
164
National and Agency Level Awards shall mean or be construed in the
manner defined in Section 5.1 and 5.2 of the BFP Program on Awards and
Incentives for Service Excellence (BFP PRAISE), respectively.
Note: Only awards and commendations acquired in the present rank shall
be considered.
d. Education and Training (20%)
This criterion determines the educational background and mandatory trainings

an officer acquired based on the competency framework designed by the BFP for
each designation. An officer must possess an educational required under RA 9263
and mandatory trainings and competencies for his/her present rank. Without the
related education and trainings a deduction of five percent (5%) is applied. Further,
hereunder are the list of required educational and training background for the
following key positions, to wit:
Key Position Education Training
Member of the
Chief, BFP/ DCA/DCO/ Public Safety Officer
Philippine Bar/Master’s
CDS Senior Executive Course
Degree Holder
Directors of Directorates/
Regional Director/ Graduate of Bachelor of
Public Safety Officer
DRDA/DRDO/RCS/ Laws/Master’s Degree
Senior Executive Course
District /Provincial Holder
Director/ City Director
Finished at least 2nd
year Bachelor of Laws
Fire Officers Advance
City Fire Marshal or earned at least
Course
twenty-four (24) units of
Master’s Degree
Finished at least 2nd
year Bachelor of Laws
Fire Officers Advance
Municipal Fire Marshal or earned at least twelve
Course
(12) units of Master’s
Degree
165
e. Seniority (10%)
An officer/candidate with the most senior in terms of time-in-grade

automatically gets 10 percent (10%), while the rest gets one percent (1%) less for
every one full year difference in time-in-grade. In cases wherein the candidates for
placement have the same time-in-grade, the date of commissionship followed by
date of compulsory retirement shall be considered.
f. Geographical Duty Assignment (10%)
A candidate officer shall have a perfect score of ten percent (10%) if he/she
was assigned to the three major island of the country, namely, Luzon, Visayas
and Mindanao and been designated at the national headquarters, regional offices,
provincial and fire stations, rural and urban areas since he/she entered the fire
service. A deduction of two percent (2%) shall apply if the officer was never
assigned to any offices mentioned above.
166
Part V
LEAVE
167
OMNIBUS RULES ON LEAVE
Rule XVI of the Omnibus Rules Implementing Book V of EO 292
RULE 1
(from the Omnibus Rules Implementing Book V of

Executive Order No. 292
[The Revised Administrative Code of 1987])
(p.) The following terms used in Rule XVI

shall be construed as follows:
1. Leave of absence is generally defined as 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.
168
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 measure of financial help and
to provide her a period of rest and recuperation in connection with her
pregnancy.
Paternity leave refers to the privilege granted to a married male

10.
employee allowing him not to report for seven (7) days while continuing
to earn the compensation therefor, 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 childbirth as the case may be and assist in caring for
his newborn child.
Vacation Service Credits refers to the leave credits earned by public

11.
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.
Terminal leave refers to money value of the total accumulated leave

12.
credits of an employee based on the highest salary rate received prior
to or upon retirement date/voluntary separation.
13. Special leave privileged refer 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 paternity leaves to mark
personal milestones and/or attend to filial and domestic responsibilities.
Relocation leave refers to a special leave privilege granted to official/

14.
employee whenever he/she transfers residence.
N.B. These definitions were not part of the original Rule XVI of the Omnibus
Rules Implementing Book V of Executive Order No. 292 (The Revised
Administrative Code of 1987) but are part of CSC MC No. 41, s. 1998.
169
RULE XVI
(of the Omnibus Rules Implementing Book V

of Executive Order No. 292)
LEAVE OF ABSENCE
Section 1. Entitlement to leave privileges. – In general, appointive

officials up to the level of heads of executive departments, heads of departments,
undersecretaries and employees of the government whether permanent,
temporary, or casual, who render work during the prescribed office hours, shall
be entitled to 15 days vacation and 15 days sick leave annually with full pay
exclusive of Saturday, Sundays, Public Holidays, without limitation as to the
number of days of vacation and sick leave that they may accumulate. (Amended
by CSC MC Nos. 41, s. 1998 and 14 s. 1999)
Sec. 2. Leave of absence of part-time employees. – Employees rendering

services on part-time basis are entitled to vacation and sick leave benefits
proportionate to the number of work hours rendered. A part-time employee
who renders four (4) hours of work five (5) days a week or a total of 20 hours
a week is entitled to 7.5 days vacation leave and 7.5 days sick leave annually
with full pay. (Amended by CSC MC No. 41, s. 1998)
Sec. 3. Leave of absence of employees on rotation basis. – Employees

on rotation basis shall be entitled to vacation and sick leave corresponding to
the periods of service rendered by them. If an employee has been allowed to
work in two or more shifts or rotation, the periods of actual service covered
by each shift or rotation should be added together to determine the number of
years, months and days during which leave is earned. (Amended by CSC MC
No. 41, s. 1998)
Sec. 4. Leave of contractual employees. – Contractual employees are

likewise entitled to vacation and sick leave credits as well as special leave
privileges provided in Section 21 hereof. (Amended by CSC MC Nos., 41, s.
1998 and 14, s. 1999).
Sec. 5. Leave of Credits of local officials. – Local elective officials are

entitled to leave privileged effective May 12,1983 pursuant to Batas Pambansa
337 and Local Government Code of 1991 (RA 7160). Said leave credits shall
be commutative and cumulative. (Amended by CSC MC Nos. 41, s. 1998 and
14, s. 1999).
Sec. 6. Teacher’s leave. – Teachers shall not be entitled to the usual

vacation and sick leave credits but to proportional vacation pay (PVP) of 70
days of summer vacation plus 14 days of Christmas vacation. A teacher who
170
has rendered continuous service in a school year without incurring absences
without pay of not more than 1 ½ days is entitled to 84 days of proportional
vacation pay.
Other leave benefits of teachers such as study leave and indefinite sick
leave are covered by Section 24 and 25 of RA 4670 (Magna Carta for Public
School Teachers). (Provided for under CSC MC No. 41, s. 1998)
Sec. 7. Other employees under teacher’s leave basis. – Day Care

Workers and all other appointive employees whose work schedule is the same
as that of teachers, earn leave credits in accordance with Sections 6 and 9
hereof. (Provided for under CSC MC No. 41, s. 1998)
Sec. 8. Teachers who are designated to perform non-teaching

functions. – Teachers who are designated to perform non-teaching functions
and who render the same hours of service as other employees shall be entitled
to vacation and sick leave. (Provided for under CSC MC No. 41, s. 1998).
Sec. 9. Vacation service credits of teachers. – Teachers’ vacation service

credits refer to the leave credits earned for services rendered on activities
– during summer or Christmas vacation, as authorized by proper authority.
These vacation service credits are used to offset absences of a teacher due to
illness or to offset proportional deduction in vacation salary due to absences for
personal reasons or late appointment. The manner by which service credits may
be earned by teachers is subject to the guidelines issued by the Department of
Education, Culture and Sports (DECS)*. (Provided for under CSC MC No 41,
s. 1998)
Sec. 10. Leave credits of officials and employees covered by special

leave law. – The leave credits of the following officials and employees are
covered by special laws:
(a) Justices of the Supreme Court, Court of Appeals and Sandiganbayan;

(b) Judges of Regional Trial Courts, Municipal Trial Courts, Metropolitan
Trial Courts, Court of Tax Appeals and Shari’a Circuit Court; and
Shari’a District Court;
(c) Chairmen and Commissioners of Constitutional Commissions;
(d) Filipino officers and employees in the Foreign Service;
(e) Faculty members of state universities and colleges pursuant to section
4 (h) of the Higher Education Modernization Act of 1997 (RA 8292).
However, in the absence of such specific provisions, the general leave
law and these rules shall be applicable; (Amended by CSC MC No 14,
s. 1999)
(f) Other officials and employees covered by special laws.
______________________
*Department of Education (DepEd)
171
Hence, members of the judiciary and other government officials and
employees covered by special laws should promulgate their own implementing
rules relative thereto. Said implementing rules should be submitted to the Civil
Service Commission for record purposes. (Amended by CSC MC Nos. 41, s.
1998 and 14, s. 1999)
Sec. 11. Conditions for the grant of maternity leave. – Every woman in
the government service who has rendered an aggregate of two (2) or more years
of service, shall, in addition to the vacation and sick leave granted to her, be
entitled to maternity leave of sixty (60) calendar days with full pay.
In the case of those in the teaching profession, maternity benefits can be

availed of even if the period of delivery occurs during the long vacation, in
which case, both the maternity benefits and the proportional vacation pay shall
be received by the teacher concerned.
Maternity leave of those who have rendered one (1) year or more but less
than two (2) years of service shall be computed in proportion to their length of
service, provided, that those who have served for less than one (1) year shall be
entitled to 60-day maternity leave with half pay.
It is understood that enjoyment of maternity leave cannot be deferred but

it should be availed of either before or after the actual period of delivery in a
continuous and uninterrupted manner, not exceeding 60 calendar days.
(Amended by CSC Resolution No. 040740 published July 13, 2004 in Today
newspaper)
Sec. 12. Formula for the computation of maternity leave. – Employees

who have rendered less than two (2) years of service may only receive full pay
for a number of days based on the ratio of 60 days to two years of service.
Where: y = the no. of days in the service

x = the no. of days to be paid
two years = 720 days
60 = x
720 y
720x = 60y
X = 60y
720
172
X = y
12

For example, an employee has rendered one year and six months of service:
Where: x = number of days to be paid

y = 1 year and 6 months (540 days)

x = y
12
X = 540
12
X = 45 days
(Provided under CSC MC No. 41, s. 1998)
Sec. 13. Every woman, married or unmarried, may be granted

maternity leave more than once a year. – Maternity leave shall be granted to
female employees in every instance of pregnancy irrespective of its frequency.
(As amended by CSC Resolution No. 021420 published Nov. 1, 2002 in Today)
Sec. 14. Every married or unmarried woman may go on maternity

leave for less that sixty (60) days. – When a female employee wants to report
back to duty before the expiration of her maternity leave, she may be allowed
to do so provided she presents a medical certificate that she is physically fit to
assume the duties of her position.
The commuted money value of the unexpired portion of the leave need not
be refunded and that when the employee returns to work before the expiration
of her maternity leave, she may receive both the benefits granted under the
maternity leave law and the salary for actual service rendered effective the day
she reports for work.
(As amended by CSC Resolution No. 021420 published Nov. 1, 2002 in

Today)
The formula of computation for this purpose is as follows:
173
Monthly Salary Rate
SALARY = X Actual No. of Days Worked
22 Days

(Provided under CSC MC No. 14, s. 1999)
Sec. 15. Maternity leave with pay may be granted even if delivery
occurs just a few days after the termination of an employee’s service. –
Maternity leave with pay may be granted even if the delivery occurs not more
than 15 calendar days after the termination of an employee’s service as her
right thereto has already accrued. (Provided for under CSC MC No. 41, s. 1998)
Sec. 16. Maternity leave of an employee on extended leave of absence

without pay. – if already entitled, a woman employee can still avail of sixty
(60) days maternity leave with pay even if she is on extended leave of absence
without pay. (Provided for under CSC MC No. 41, s. 1998).
Sec. 17. Maternity of a female employee with pending administrative

case. – Every woman employee in the government service is entitled to
maternity leave of absence with pay even if she has a pending administrative
case. (As amended by CSC Resolution No. 021420 published Nov. 1, 2002 in
Today)
Sec. 18. Maternity leave of contractual employees. – All contractual

female employees whether or not receiving 20 percent premium on their salary
shall be entitled to maternity leaves like regular employees in accordance with
the provisions of Section 11 hereof. (As amended by CSC Resolution No.
021420 published Nov 1, 2002 I Today)
Sec. 19. Conditions for the grant of paternity leave. – Every married
male employee is entitled to paternity leave of seven (7) working days for the
first four (4) deliveries of his legitimate spouse with whom he is cohabiting.
The first of the four deliveries shall be reckoned from the effectivity of the
Paternity Act on July 15, 1996.
Married male employee with more than one (1) legal spouse shall be
entitled to avail paternity leave for an absolute maximum of four deliveries
regardless of whichever spouse gives birth. (Provided for under CVSC MC No.
41, s 1998)
Sec. 20. Paternity Leave non-cumulative/non-commutative. – Paternity

leave of seven (7) days shall be non-cumulative and strictly non-convertible
to cash. The same may be enjoyed either in a continuous or in an intermittent
manner by the employee on the days immediate before, during and after the
174
childbirth or miscarriage of his legitimate spouse. (Provided for under CSC
MC No. 41, s.01999)
Sec. 21. Special leave privileges. – In addition to the vacation, sick

maternity and paternity leave officials and employees with or without existing
or approved Collective Negotiation Agreement {CAN}, except teachers and
those covered by special leave laws, are granted the following special leave
privileges subject to the conditions hereunder stated:
(a) Personal milestones such as birthdays/wedding/wedding anniversary

celebrations and other similar milestones, including death anniversaries.
(b) Parental obligations such as attendance in school programs, PTA

meetings, graduations, first communion, medical needs, among
others, where a child of the government employee is involved.
(c) Filial obligations to cover the employee’s moral obligation toward his
parents and siblings for their medical and social needs employee is
involved.
(d) Domestic emergencies such as sudden urgent repairs needed at home,

sudden absence of a yaya or maid, and the like.
(e) Personal transactions to cover the entire range of transactions an

individual does with government and private offices such as paying
taxes, court appearances, arranging a housing loan, etc.
(f) Calamity, accident, hospitalization leave pertain to force majeure
events that affect the life, limb and property of the employee or his
immediate family.
(1) An employee can still avail of his birthday or wedding anniversary

leave if such occasion falls on either a Saturday, Sunday or
Holiday, either before or after the occasion.
(2) Employees applying for special privilege leaves shall no longer

be required to present proof that they are entitled to avail of such
leaves.
(3) Three-day limit for a given year shall be strictly observed: an

employee can avail of one special privilege for three (3) days or
a combination of any of the leaves for maximum of three days
in a given year. Special leave privileges are non-cumulative and
strictly non-convertible to cash.
(4) Immediate family in Rule I (Definition of Terms) refers to spouse,

children, parents unmarried brothers and sisters or any relative
175
living under the same roof or dependent upon the employee to
support.
(Provided under CSC MC No. 41, s. 1998 and further amended by CSC MC
No. 6, s 1999)
Sec. 22. Monetization of leave credits. – Officials and employees in

the career and non-career service whether permanent, temporary, casual, or
coterminous, who have accumulated fifteen (15) days of vacation leave credits
shall be allowed to monetize a minimum of ten (10) days; Provided, that at
least five (5) days is retained after monetization and provided further that a
maximum of thirty (30) days may be monetized in a given year. (Provided for
under CSC MC no. 41, s 1998)
Sec. 23. Monetization of 50% or more of vacation/sick leave credits. –

Monetization of fifty percent (50%) or more of the accumulated leave credits
may be allowed for valid and justifiable such as:
a. Health, medical and hospital needs of the employee and the immediate
members of his/her family;
b. Financial aid and assistance brought about by force majeure events

such as calamities, typhoons, fire earthquake and accidents that affect
the life, limb and property of the employee and his/her immediate
family;
c. Educational needs of the employee and the immediate members of his/

her family;
d. Payment of mortgages and loans which were entered into for the benefit
or which inured to the benefit of the employee and his/her immediate
family;
e. In cases of extreme financial needs of the employee or his/her

immediate family where the present sources of income are not enough
to fulfill basic needs such as food, shelter and clothing;
f. Other analogous cases as may be determined by the Commission.
The monetization 50% or more of the accumulated leave credits shall be

upon the favorable recommendation of the agency head and the subject to
availability of funds.
Immediate family is used herein as defined in Rule I (Definition of Terms)

of the Omnibus Rules Implementing the Administrative Code of 1987.
176
(As amended by CSC Resolution No. 020731 published June 7, 2002 in
Today)
Sec. 24.+ Computation of Leave Monetization. – Either of the following

formula shall be used for the computation of Monetization of Leave Credits.
No. of days
Monthly salary x to be x C F (.0478087)* = Money value of
monetized of the
monetized leave

OR
Monthly Salary No. of days Money value of the

x to be = monetized leave
20.916667** Monetized
* Constant Factor based on Section 0 of CSC MC No. 14, s. 1999

** Equivalent number of days in a month for computation of MLC based
on the total number of working days per year (251) [Section 40 of CSC MC
No. 14, s. 1999] divided by the number of months in a year (12).
+
As amended by CSC MC NO. 8, s. 2003
Also, the Commission further reiterates its policy on Maternity Leave as

follows:
Salaries for the actual services rendered within the unexpired portion
of the maternity leaves shall be computed based on the daily wage rate.
Pursuant to R.A. 6758 (Salary Standardization Law), the daily wage rate
shall be determined by dividing the monthly salary by 22 working days in
a month.
Sec. 25. Five days forced/mandatory leave. – All officials and employees
with 10 days or more vacation leave credits shall be required to go on vacation
leave whether continuous or intermittent for a minimum of five (5) working
days annually under the following conditions:
a. The head of agency shall, upon prior consultation with the employees,
prepare a staggered schedule of the mandatory five-day vacation leave
of officials and employees, provided that he may, in the exigency of the
service, cancel any previously scheduled leave.
b. The mandatory annual five-day vacation leave shall be forfeited if not
177
taken during the year. However, in cases where the scheduled leave has
been cancelled in the exigency of the service by the head of the agency,
the scheduled leave not enjoyed shall no longer be deducted from the
total accumulated vacation leave.
c. Retirement and resignation from the service in a particular year

without completing the calendar year do not warrant forfeiture of the
corresponding leave credits if concerned employees opted not to avail of
the required five-day mandatory vacation leave.
d. Those with accumulated vacation leave of less than ten (10) days shall
have the option to go on forced leave or not. However, officials and
employees with accumulated vacation leave of 15 days who availed of
monetization for 10 days, under Section 22 hereof, shall still be required
to go on leave. (Amended by CSC MC No. 41, s. 1998)
Sec. 26. Accumulation of vacation and sick leave. – Vacation and Sick
leave shall be cumulative and any part thereof which may not be taken within the
calendar year may be carried over to the succeeding years. Whenever any official
or employee retires, voluntary resigns, or is allowed to resign or is separated from
the service through no fault of his own, he shall be entitled to the commutation
of all the accumulated vacation and /or sick leave to his credit, exclusive of
Saturdays, Sundays, and holidays, without limitation as to the number of days of
vacation and sick leave that he may accumulate provided his leave benefits are not
covered by special law.
When a person whose leaves have been commuted following his separation
from the service is reemployed in the government before the expiration of the
leave commuted, he shall no longer refund the money value of the unexpired
portion of the said leave. Insofar as his leave credits are concerned, he shall start
from zero balance. (Amended by CSC MC No. 41, s. 1998)
Sec. 27. Computation of vacation leave and sick leave. – Computation

of vacation leave and sick leave shall be made on the basis of one day vacation
leave and one day sick leave for every 24 days of actual service using the tables of
computation as follows: (Provided for under CSC MC No. 41, s. 1998 and further
amended by CSC MC No. 14, s. 1999)
178
Table l
VACATION AND SICK LEAVE CREDITS
EARNED ON A MONTHLY BASIS
NUMBER OF VACATION LEAVE SICK LEAVE

MONTH/S EARNED EARNED
1 1.25 1.25
2 2.50 2.50
3 3.75 3.75
4 5.00 5.00
5 6.25 6.25
6 7.50 7.50
7 8.75 8.75
8 10.00 10.00
9 11.25 11.25
10 12.50 12.50
11 13.75 13.75
12 15.00 15.00
Table II
VACATION AND SICK LEAVE CREDITS EARNED
ON A DAILY BASIS

DAYS EARNED EARNED
1 .042 .042
2 .083 .083
3 .125 .125
4 .165 .165
5 .208 .208
6 .250 .250
7 .292 .292
8 .333 .333
9 .375 .375
10 .417 .417
11 .458 .458
12 .500 .500
13 .542 .542
179
DAYS EARNED EARNED
14 .583 .583
15 .625 .625
16 .667 .667
17 .708 .708
18 .750 .750
19 .792 .792
20 .833 .833
21 .875 .875
22 .917 .917
23 .958 .958
34 1.000 1.000
25 1.042 1.042
26 1.083 1.083
27 1.125 1.125
28 1.167 1.167
29 1.208 1.208
30 1.250 1.250
Table III
LEAVE CREDITS EARNED IN A MONTH BY OFFICIAL/
EMPLOYEE
WITHOUT ANY VACATION LEAVE CREDIT LEFT
NUMBER OF NUMBER OF LEAVE NUMBER OF NUMBER OF LEAVE

OF DAYS ON LEAVE CREDITS OF DAYS ON LEAVE CREDITS
PRESENT WITHOUT EARNED PRESENT WITHOUT EARNED
PAY PAY
30.00 0.00 0.00 30.00 0.00 0.00
29.50 0.50 0.50 29.50 0.50 0.50
29.00 1.00 1.00 29.00 1.00 1.00
28.50 1.50 1.50 28.50 1.50 1.50
28.00 2.00 2.00 28.00 2.00 2.00
27.50 2.50 2.50 27.50 2.50 2.50
27.00 3.00 3.00 27.00 3.00 3.00
26.50 3.50 3.50 26.50 3.50 3.50
26.00 4.00 4.00 26.00 4.00 4.00
180
NUMBER OF NUMBER OF LEAVE NUMBER OF NUMBER OF LEAVE
OF DAYS ON LEAVE CREDITS OF DAYS ON LEAVE CREDITS
PRESENT WITHOUT EARNED PRESENT WITHOUT EARNED
PAY PAY
25.50 4.50 4.50 25.50 4.50 4.50
25.00 5.00 5.00 25.00 5.00 5.00
24.50 5.50 5.50 24.50 5.50 5.50
24.00 6.00 6.00 24.00 6.00 6.00
23.50 6.50 6.50 23.50 6.50 6.50
23.00 7.00 7.00 23.00 7.00 7.00
22.50 7.50 7.50 22.50 7.50 7.50
22.00 8.00 8.00 22.00 8.00 8.00
21.50 8.50 8.50 21.50 8.50 8.50
21.00 9.00 9.00 21.00 9.00 9.00
20.50 9.50 9.50 20.50 9.50 9.50
20.00 10.00 10.00 20.00 10.00 10.00
19.50 10.50 10.50 19.50 10.50 10.50
19.00 11.00 11.00 19.00 11.00 11.00
18.50 11.50 11.50 18.50 11.50 11.50
18.00 12.00 12.00 18.00 12.00 12.00
17.50 12.50 12.50 17.50 12.50 12.50
17.00 13.00 13.00 17.00 13.00 13.00
16.50 13.50 13.50 16.50 13.50 13.50
16.00 14.00 14.00 16.00 14.00 14.00
15.50 14.50 14.50 15.50 14.50 14.50
15.00 15.00 15.00 15.00 15.00 15.00
Table IV
CONVERSION OF WORKING HOURS/MINUTE
INTO FRACTIONS OF A DAY
Based on 8-Hour Workday
HOURS EQUIVALENT DAY
1 0.125
2 0.250
3 0.375
4 0.500
5 0.625
181
Based on 8-Hour Workday
HOURS EQUIVALENT DAY
6 0.750
7 0.875
8 1.000
MINUTES EQUIV. DAY MINUTES EQUIV. DAY
1 0.002 31 0.065
2 0.004 32 0.067
3 0.006 33 0.069
4 0.008 34 0.071
5 0.01 35 0.073
6 0.012 36 0.075
7 0.015 37 0.077
8 0.017 38 0.079
9 0.019 39 0.081
10 0.021 40 0.083
11 0.023 41 0.085
12 0.025 42 0.087
13 0.027 43 0.090
14 0.029 44 0.092
15 0.031 45 0.094
16 0.033 46 0.096
17 0.035 47 0.098
18 0.037 49 0.100
19 0.040 50 0.102
20 0.042 51 0.104
21 0.044 52 0.106
22 0.046 53 0.108
MINUTES EQUIV. DAY MINUTES EQUIV. DAY

23 0.048 54 0.110
24 0.050 55 0.112
25 0.052 56 0.115
26 0.054 57 0.117
27 0.056 58 0.119
28 0.058 59 0.121
29 0.060 60 0.123
30 0.062 48 0.125
182
Sec. 28. Actual service defined. – The term “actual service” refers to the
period of continuous service since the appointment of the official or employee
concerned, including the periods covered by any previously approved leave
with pay.
Leave of absence without pay for any reason other than illness shall not
be counted as part of the actual service rendered: Provided, that in computing
the length of service of an employee paid on the daily wage basis, Saturdays,
Sundays or holidays occurring within a period of service shall be considered as
service although he did not receive pay on those days in as much as his service
was not then required.
A fraction of one-fourth or more but less than three-fourth shall be

considered as one-half day and a fraction of three-fourths or more shall be
counted as one full day for purposes of granting leave of absence. (Amended
by CSC MC No. 41, s. 1998)

Sec. 29. Computation of leave for employees with irregular work
schedule. – Employees, including, among others, hospital personnel, whose
work schedules are irregular and at times include Saturdays, Sundays, and
legal holidays and are instead off-duty on the other days, their off-duty days
regardless or whether they fall on Saturdays, Sundays, or holidays during the
period of their leave, are to be excluded in the computation of vacation and sick
leave. In other words, if an employee is off-duty, say for two (2) days falling
on Saturdays, Sundays or holidays, these days occurring within the period of
authorized leave are to be excluded in the deduction of the number of leave
from the earned leave credits of the employee. (Amended by CSC MC No. 41,
s. 1998)
Sec. 30. Computation of leave for employees observing flexible working

hours. – Employees observing flexible working hours who render less than the
usual eight (8) hours of work per day but complete the forty (40) hours of work
in a week, shall be deducted from their leave credits only the number of hours
required to be served for a day but which was not served. Any absence incurred
must be charged in proportion to the number of hours required for a day’s work.
The number of hours to be served for a day refers not the eight (8) regular hours
but to the number of hours covered by the core hours prescribed in the agency
concerned.
Compensatory service may be availed of outside of the regular working

hours, except Sundays, to offset non-attendance or under times during the
regular office hours subject to the written approval of the agency’s proper
official. Each government office shall formulate its own internal regulations
for this purpose. (Amended by CSC MC No. 41, s. 1998 and 14, s. 1999)
183
Sec. 31. Computation of salary prior to leave. – The proper head of
department, local government unit, and government-owned or controlled
corporation with original charter may, in his discretion, authorize the
commutation of the salary that would be received during the period of vacation
and sick leave of any appointive official and employee and direct its payment
at the beginning of such leave from the fund out of which the salary would have
been paid. (Amended by CSC MC No. 41, s. 1998)
Sec. 32. Absence on a regular day which suspension of work is

announced. – Where an official or an employee fails to report on work on a
regular day for which suspension of work is declared after the start of regular
working hours, he shall not be considered absent for the whole day. Instead,
he shall only be deducted leave credits or the amount corresponding to the
time when official working hours start up to the time of suspension of work is
announced. (Provided for under CSC MC No. 41, s. 1998 and further amended
by CSC MC No. 14, s. 1999).
Sec. 33. Leave of absence without pay on a day immediately preceding

or succeeding Saturday, Sunday or Holiday. – When an employee, regardless
of whether he has leave credits or not is absent on a day immediately preceding or
succeeding a Saturday, Sunday or Holiday whether such absence is continuous
or not, he shall not be considered absent on said Saturdays, Sundays, and
Holidays and shall not be deducted leave credits. He shall neither receive salary
for those days. (Amended by CSC MC No. 41, s. 1998 and 14, s. 1999)
Sec. 34. Tardiness and undertime are deducted against vacation leave
credits. – Tardiness and undertime are deducted against vacation leave credits
and shall not be charged against sick leave credits, unless the undertime is
for health reasons supported by medical certificate and application for leave.
(Provided for under CSC MC No. 41, s. 1998)
Sec. 35. Terminal Leave. – Terminal leave is applied for by an official

or an employee who intends to sever his connection with his employer.
Accordingly, the filling of application for terminal leave requires as a condition
sine qua non, the employee’s resignation, retirement or separation from the
service. It must be shown first that public employment ceased by any of the said
modes of severances. (Provided for under CSC MC No. 41, s. 1998)
Sec. 36. Approval of terminal leave. – Application for commutation of

vacation and sick leave in connection with separation through no fault of an
official or employee shall be sent to the head of department concerned for
approval. In this connection, clearance from the Ombudsman is no longer
required for processing and payment of terminal leave as such clearance is
needed only to payment of retirement benefits. (Amended by CSC MC No. 41,
s. 1998)
184
Sec. 37. Payment of Terminal Leave. – Any official/employee of the
government who retires, voluntarily resigns, or is separated from the service
and who is not otherwise covered by special law, shall be entitled to the
commutation of his leave credits exclusive of Saturdays, Sundays and Holidays
without limitation and regardless of the period when the credits were earned.
(Amended by CSC MC No. 41, s. 1998)
Sec. 38. Period within which to claim terminal leave pay. – Payment
of terminal leave for purposes of retirement or voluntary resignation shall be
based on the highest monthly salary received at any time during his period of
employment in the government service and not on his latest salary, unless the
latter is the highest received by the retiree. (Amended by CSC MC No. 41, s.
1998)
Sec. 39. Basis of computation of terminal leave. – Payment of terminal

leave for purposes of retirement or voluntary resignation shall be based on the
highest monthly salary received at any time during his period of employment
in the government service and not on his latest salary, unless the latter is the
highest received by the retiree. (Amended by CSC MC No. 41, s. 1998)
Sec. 40. Computation of terminal leave. – The terminal leave benefits

shall be computer as follows:
TLB = S x D x CF
Where: TLB = Terminal leave benefits

S = Highest monthly salary received
D = No. of accumulated vacation and sick leave credits
CF = Constant factor is .0478087
The constant factor was derived from this formula:
365 = Days in a year

104 = Saturdays & Sundays in a year
10 = Legal holidays (provided by EO 292) in a year
12 = Months in a year
12 12
= = 0.0478087
365 – (104 + 10) 251
This formula shall take effect on January 15, 1999. (Provided for under
CSC MC No. 1, s. 1998 and further amended by CSC MC No. 14, s. 1999)
185
Sec. 41. Official/Employee on terminal leave does not earn leave
credits. – The official/Employee who is on terminal leave does not earn
any leave credit as he is already out of the service. While on terminal leave,
he merely enjoys the benefits derived during the time of such employment.
Consequently, he is no longer entitled to the benefits or salary increases that
may be granted thereafter. (Amended by CSC MC No. 41, s. 1998)
Sec. 42.* Public officials and employees on extended service are entitled
to fifteen (15) days vacation and fifteen (15) days sick leave annually subject to
the following guidelines:
a. Leave credits earned on extended service are non-commutative. Thus,

unused leave credits may not be converted to their corresponding
money value.
b. Leave credits earned on extended service are non-cumulative hence,

unused leave credits within the calendar year may not be carried over
to the succeeding years:
c. Executive Order No. 1077 dated January 9, 1986 and other laws and
rules on leave are applicable to officials and employees on extended
service insofar as they are not inconsistent with the preceding
guidelines.
A person appointed to a coterminous/primarily confidential position

who reaches the age 65 years is considered automatically extended in
the service until the expiry date of his/her appointment or until his/her
services are earlier terminated. Thus, a coterminous/primarily confidential
employee is also entitled to the sick and vacation leave credits subject to
the rule provided herein.
Sec. 43. Basis for computation of salary during leave with pay. – An
official or employee who applies for vacation or sick leave shall be granted
leave with pay at the salary he is currently receiving. (Amended by CSC MC
No. 41, s. 1998)
Sec. 44. Leave during probationary period. – An employee still on probation

may already avail of whatever leave credits he has earned during said period.
Accordingly, any leave of absence without pay incurred during the period of
probation shall extend the completion thereof for the same number of days of such
absence. (Amended by CSC MC No. 41, s. 1998)
Sec. 45. Conversion of vacation service credits of teachers to vacation

and sick leave credits and vice-versa; payment thereof. – Teachers and other
* As amended by CSC Resolution No. 04-0229 published March 15, 2004 in the Manila
Standard.
186
school personnel on the teachers’ leave basis who resigned, retired, or are separated
from the service through no fault of their own on or after January 16, 1986 shall be
paid the money value of their unused vacation service credits converted to vacation
and sick leave using the formula:
Vacation and Sick Leave* = 30Y/69
Where: 30 = Number of days in a month

Y = Total number of teacher’s service credits.
69 = 58 days of summer vacation plus

11 days Christmas Vacation
Formula in obtaining 69 days
84 Total number of days of summer/Christmas vacation

- 15 (12 days Saturdays/Sundays during summer vacation days-
-------------- Christmas Day, Rizal Day, New Year’s Day)
69 days
Conversely, the formula in the conversion of sick and vacation leave credits
to vacation service credits of teacher is as follows:
VL + SL
Y = x 69
30

(Provided for under CSC MC No. 41, s. 1998 and further amended by CSC
MC No. 14, s. 1999)
Sec. 46. Transfer from teaching to non-teaching service during

summer vacation/entitlement to proportional vacation pay. – A teacher
who transferred to the non-teaching service or who resigned from government
service ten (10) days before the close of the school year, is entitled to
proportional vacation pay in as much as his right thereto has already accrued;
Provided further that the service will not be prejudiced and provided further
that he fulfills his responsibilities and obligations. (Provided for under CSC
MC No. 14, s. 1998)
Sec. 47. Transfer of Leave Credits. – When an official or employee

transfers from one government agency to another, he can either have his
* No. of days derived shall be divided equally into vacation and sick leave.
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accumulated vacation and/or sick leave credits commuted or transferred to his
new agency.
The second option can be exercise as a matter of right only by an employee

who does not have gaps in his service. However, a gap of not more than one
month may be allowed provided same is not due to his fault.
The option to transfer accumulated leave credits can be exercised within

one (1) year only from the employee’s transfer to the new agency.
This provision is not applicable to transfer of leave credits of uniformed

personnel from the military to the civilian service. (Amended by CSC MC No.
41, s. 1998)
Sec. 8. Remedy when transfer of leave credits is denied. – An official

or employee who failed to transfer his leave credits to the new office in line with
the provisions in the preceding section may claim the money value of such leave
credits from the office where earned. (Provided for under CSC MC No. 41, s.
1998)
Sec. 49. Period within which to act on leave application. – Whenever the
application for leave of absence, including terminal leave, is not acted upon by
the head of agency or his duly authorized representative within five (5) working
days after receipt thereof, the application for leave of absence shall be deemed
approved. (Amended by CSC MC No. 41, s. 1998)
Sec. 50. Effect of unauthorized leave. – Ann official/employee who is absent

without approved leave shall not be entitled to receive his salary corresponding to
the period of his unauthorized leave of absence. It is understood, however that his
absence shall no longer be deducted from his accumulated leave credits, if there
are any. (Amended by CSC MC No. 41, s. 1998)
Sec. 51. Application for leave. – All applications for vacation leave of
absence for one (1) full day or more shall be submitter on the prescribed form for
action by the proper head of agency five (5) days in advance, whenever possible,
of the effective date of such leave. (Amended by CSC MC No. 41, s. 1998)
Sec. 52. Approval of vacation leave. – Leave of absence for any reason other
than illness of an official or employee or of any member of his family must be
contingent upon the needs of the service. Hence, the grant of vacation leave shall
be at the discretion of the head of department/agency. (Amended by CSC MC No.
41, s. 1998)
Sec. 53. Application for sick leave. – All applications for sick leave
of absence for one full day or more shall be made on the prescribed form and
shall be files immediately upon employee’s return from such leave. Notice of
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absence, however, should be sent to the immediate supervisor and/or to the agency
head. Application for sick leave in excess of five (5) successive days shall be
accompanied by a proper medical certificate.
Sick leave may be applied for in advance in cases where the official or
employee will undergo medical examination or operation or advised to rest in
view of ill health duly supported by a medical certificate.
In ordinary problem for sick leave already taken not exceeding five days,
the head of department or agency concerned may duly determine whether or
not granting of sick leave is proper under the circumstances. In case of doubt, a
medical certificate may be required. (Amended by CSC MC No. 41, s. 1998)
Sec. 54. Approval of sick leave. – Sick leave shall be granted on account
of sickness or disability on the part of the employee concerned or of any
member of his immediate family.
Approval of sick leave, whether with pay or without pay, is mandatory
provided proof of sickness or disability is attached to the application in
accordance with the requirements prescribed under the preceding section.
Unreasonable delay in the approval thereof or non-approval without justifiable
reason shall be a ground for appropriate sanction against the official concerned.
(Amended by CSC MC No. 41, s. 1998 and 14, s. 1999)
Sec. 55. Rehabilitation leave for job-related injuries.* - Applications

of officials and employees for leave of absence on account of wounds or
injuries incurred in the performance of duty must be made on the prescribed
form, supported by the proper medical certificate and evidence showing that
the wounds or injuries were incurred in the performance of duty. The head of
department/agency concerned shall be direct that absence of an employee during
hid period of disability thus occasioned shall be on full pay, but not exceed six
(6) months. He shall also authorize the payment of medial attendance, necessary
transportation, subsistence and hospital fees of the injured person. Absence in
the case contemplated shall not be charged against sick leave or vacation leave,
if there are any. (Amended by CSC MC No. 41, s. 1998)
Sec. 56. Leave without pay. – All absence of an official or employee in

excess of his accumulated vacation or sick leave credits earned shall be without
pay. To compute the salary of employees who incur LWOP in a given month,
use the following formula:
Monthly Salary
Salary = Monthly Salary - ------------------------ x No. of days of LWOP
Calendar days
189
When an employee had already exhausted his sick leave credits, he can
use his vacation leave credits but not vice versa. (Amended by CSC MC No. 41,
s. 1998 and 14, s. 1999)
Sec. 57. Limit of leave without pay. – Leave without pay not exceeding
one year may be granted, in addition to the vacation and/or sick leave earned.
Leave without pay in excess of one month shall require the clearance of the
proper head of department or agency. (Amended by CSC MC No. 41, s. 1998)
Sec. 58. When leave without pay is not allowable. – Leave without pay
shall not be granted whenever an employee has leave with pay to his credit
except in the case of secondment. (Amended by CSC MC No. 41, s. 1998)
Sec. 59. Seconded employee on leave without pay from his mother
agency. – The seconded employee shall be on leave without pay from his
mother agency for the duration of his secondment, and during such period,
he may earn leave credits which is commutable immediately thereafter at and
payable by the receiving agency. (Provided for under CSC MC No. 41, s. 1998)
Sec. 60. Effect of vacation leave without pay on the grant of length of
service step increment. – (Provided for under CSC MC No. 41, s. 1998)
Sec. 61. Effect of pending administrative case against an official or

employee. – An official or an employee with pending administrative case/s is
not barred from enjoying leave privileges. (Amended by CSC MC No. 41, s.
1998)
Sec. 62. Effect of failure to report for duty after expiration of one year
leave. – If an official or an employee who is on leave without pay pursuant to
Section 57 hereof, fails to report at the expiration of one year from the date of
such leave, he shall be considered automatically separated from the service.
(Amended by CSC MC No. 41, s. 1998)
Sec. 63.* Effect of absences without approved leave. – An official or

an employee who is continuously absent without approved leave for at least
thirty (30 ) working days shall be considered on absence without official leave
(AWOL) and shall be separated from the service or dropped from the rolls
without prior notice. However, when it is clear under the obtaining circumstances
that the official or employee concerned, has established a scheme to circumvent
the rule by incurring substantial absences though less than thirty (30) working
(3) days 3 x in a semester, such that a pattern is already apparent, dropping
from the rolls without notice may likewise be justified.
If the number of unauthorized absences incurred is less than thirty (30)
working days, a written Return-to-Work Order shall be served to him at his
*See also Guidelines for Availing of the Rehabilitation Privilege (CSC-DBM Joint
Circular No. 1, s. 2006)
190
last known address on record. Failure on his part to report for work within the
period stated in the Order shall be a valid ground to drop him from the rolls.
(Amended by CSC Resolution No. 070631)
Sec. 64. Status of the position of an official or employee on vacation or

sick leave. – While the incumbent is on vacation or sick leave with or without
pay, his position is not vacant. During the period of such leave therefore, only
substitute appointment can be made to such position. (Provided for under CSC
MC No. 41, s. 1998)
Sec. 65. Effect of decision in administrative case. – An official or

employee who has been penalized with dismissal from the service is likewise
not barred from entitlement to his terminal leave benefits. (Amended by CSC
MC No. 41, s. 1998 and 14, s. 1999)
Sec. 66. Effect of exoneration from criminal/administrative case. – In

general, officials and employees who have been dismissed from the service but
who were later exonerated and thereafter reinstated, are entitled to the leave
credits during the period they were out of the service. (Amended by CSC MC
No. 41, s. 1998)
Sec. 67. Cause for disciplinary action. – Any violation of the leave laws,
rules or regulations, or any misrepresentation or deception in connection with
an application for leave, shall be ground for disciplinary action. (Amended by
CSC MC No. 41, s. 1998)
Sec. 68.* Study Leave. – Officials and employee, excluding those on the
teaching profession who are covered by different provisions on law, may apply
for study leave subject to the following conditions:
I. The study leave is a time-off from work not exceeding six (6) months
with pay for qualified officials and employees to help them prepare for
their bar or board examination or complete their master’s degree. For
completion of master’s degree, the study leave shall not exceed four
(4) months.
The leave shall be covered by a contract between the agency

head or authorized representative and the employee concerned. No
extension shall be allowed if the officials or employees avail of the
maximum period of leave allowed herein. If they need more time to
complete their studies, they may file a leave of absence chargeable
against their vacation leave credits.
*As amended by CSC Resolution No. 070631 published May 10, 2007 in The Manila
Times.
191
II. The beneficiary of such leave shall be selected based on the
following requirements:
1. The official/employee must have a bachelor’s degree that requires

the passing of the bar or a board licensure examination for the
practice of profession;
2. The profession or field of study to be pursued must be relevant to

the agency’s mandate, or to the duties and responsibilities of the
concerned official or employee, as determined by the agency head;
3. The employee must have rendered at least two (2) years of service
with at least very satisfactory performance for the last two ratings
periods immediately preceding the application;
4. The employee must have no pending administrative and/or

criminal charges;
5. The employee must not have any current foreign or local

scholarship grant;
6. The employee must have fulfilled the service obligation of any

previous training/scholarship/study leave grant; and
7. The employee must have a permanent appointment. However,

as the purpose of granting study leave is to develop a critical
mass of competent and efficient employees which will redound
to the improvement of the agency’s delivery of public services,
employees with coterminous appointment may be allowed to avail
of the study leave provided that they:
a) Meet the requirements under items II.1 to II.6;

b) Would be able to fulfill the required service obligation; and
c) Are not related to the head of agency or to any member of
a collegial body or board, in case of constitutional offices
and similar agencies, within the 4th degree of affinity or
consanguinity.
*As amended by CSC Resolution No. 041016 (CSC MC No. 21, s. 2004) published
Sept. 17, 2004 in TODAY.
192
III. The service obligation to the agency shall be as follows:
PERIOD OF GRANT SERVICE OBLIGATION
One (1) month Six (6) months

Two (2) to three (3) months One (1) year
More than three (3) months to six (6) Two (2) years
months
Should the official or employee fail to render in full the service obligation
referred to in the contract on account of voluntary resignation, optional retirement,
expiration of term of appointment for coterminous employees, separation from
the service through one’s own fault, or other causes within one’s control, the
official or employee shall refund the gross amount of salary, allowances and other
benefits received while on study leave proportionate to the balance of the service
obligation required based on the following formula:
R = (SOR-SOS) X TCR
SOR
Where:
R = Refund

TCR = Total Compensation Received
(gross salary, allowances and other benefits
received while on study leave)
SOS = Service Obligation Served
SOR = Service Obligation Required
IV. The beneficiaries of the study leave shall inform their respective agencies
in writing, through the personnel office, of their failure to take the bar/
board examination or to complete their master’s degree for which they
were granted the study leave. They shall also refund to the agency all
the salaries and benefits received during the study leave. Further, for
causes within their control, they shall be warned that a repeat of the same
would bar them from future availment of the study leave and training/
scholarship grant whether foreign or local.
V. The agency shall formulate its own internal rules of procedure for an
equitable and rational availment of the study leave for its own officials
and employees, subject to the general guidelines stated herein.
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200
201
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27 SEPTEMBER 2016
Date
MEMORANDUM CIRCULAR
NUMBER 2016 - 018
GUIDELINES ON THE REPORTING AND MONITORING OF PAID

MONETIZATION OF LEAVE CREDITS OF BFP PERSONNEL
I. REFERENCES
a. Section 22, 23, and 24 of the Omnibus Rules on Leave (Rule XVI of
the Omnibus Rules Implementing Book V of EO 292
b. Management Committee Action Plan dated 18 July 2016
II. APPLICABILITY
This Memorandum Circular shall be the basis in the issuance of bureau

orders announcing the paid monetization of leave credits for calendar year
2016 and in the succeeding years. However, for the previous payments or
releases of funds pertaining to Monetization of Leave Credits (MLC), the MLC
Certification issued by Regional Disbursing Officers and the Office of the Cash
Management Division, Directorate for Comptrollership, BFP-NHQ, based on
the leave records of monetization from the office/station/regional/BFP NHQ
level, shall be the basis in the deduction of said claims/payments from the leave
credits of BFP personnel and its subsequent announcement through a bureau
order.
III. OBJECTIVES
a. To establish a policy on the announcements of payments of monetization

of leave credits through a Bureau Order;
b. To ensure that all monetization of leave credits of BFP personnel

are deducted from the accumulated leave credits and reflected on the
Itemized Leave Record (ILR) or Leave Index of personnel;
206
c. To ensure that records of monetization of leave credits reflected in the
ILRs are accurate with the records of payments or release of funds that
is commensurate to the number of leave credits applied for;
d. To ensure speedy processing of applications for Monetization of Leave

Credits (MLC) and Terminal Leave of BFP personnel.
IV. POLICY
Sections 22 and 23 of the Omnibus Rules on Leave (Rule XVI of the

Omnibus Rules Implementing Book V of EO 292 specifies principles on
monetization of 50% percent or more of the accumulated vacation/sick leave
credits of personnel depending on valid and justifiable reasons which shall
be upon the favorable recommendation of the head of agency and subject to
availability of funds.
Moreover, Section 24 of the Omnibus Rules further provides the formula to

be used for the computation of Monetization of Leave Credits which is:
Monthly Salary x No. of Days to be monetized x CF (.0481927) = Money Value of

the Monetized Leave
In the absence of a clear policy in ensuring that payment of leave credits is

accurately computed and deducted from the accumulated leave credits of BFP
personnel, this circular is formulated to establish policy on announcing the paid
monetization of leave credits through a bureau order as a ready reference in the
update of leave records of personnel more specifically on the monetization of
leave credits.
V. PROCEDURE
a. For every release of funds or payments of monetization of leave credits

of BFP personnel, Directorate for Comptrollership shall provide the
Directorate for Personnel a certified list of BFP Personnel who have
been paid/ granted monetization of leave credits for the specific period/
year commensurate to the number of leave credits applied for.
b. Basing from the certified list of payment of Modernization of
Leave Credits from Directorate for Comptrollership, Directorate for
Personnel shall cause the preparation of the bureau order, announcing
the particular grant of monetization of leave credits to the concerned
personnel, for approval of the Chief, BFP.
c. The approved/signed bureau order will be furnished to the different

Regional Offices, Attn: Chief, Regional Admin Office for their ready
reference and appropriate action.
207
d. The Regional Director through his/her Regional Admin Officer, shall
be responsible in directing all the station admin/staff/clerk or leave
processors to deduct the monetized leave credits from the accumulated
leave credits of BFP personnel and to reflect the same in the itemized
leave record or leave index of the concerned personnel.
e. The Directorate for Personnel shall also ensure that the number
of leave credits monetized and announced through a bureau order
are reflected on the Itemized Leave Record/ or Leave Index of the
concerned personnel.
VI. PENALTY
Failure on the part of the responsible officer/personnel to perform his/

her task in accordance with this circular shall constitute prima facie case for
neglect of duty.
VII. SEPARABILITY CLAUSE
All memoranda, orders, SOPs, and circulars inconsistent with the provisions
of this Circular are hereby rescinded, amended, and modified accordingly.
VIII. EFFECTIVITY
BOBBY V BARUELO
CSUPT (DSC) BFP
Officer-in-Charge, BFP/
Deputy Chief for Operations
208
Agham Road, Sitio San Roque,
Brgy. Bagong Pag-asa, Quezon City
24 APRIL 2019
Date
MEMORANDUM CIRCULAR
NUMBER__2019-007___

POLICY GUIDELINES ON APPLICATION FOR PERSONAL LEAVE
INTENDED FOR FOREIGN TRAVEL
I. SCOPE
This Memorandum Circular shall apply to all active officers and personnel of
the Bureau of Fire Protection (BFP) applying for personal leave of absence for foreign
travel.
II. OBJECTIVES
The BFP ensures that its officers and personnel adhere to the highest degree of
professionalism and discipline to protect the image of the organization. Hence, this
Memorandum Circular aims to:
a. institutionalize uniformed policy and observe protocols with regards to the

application of personal leave for foreign travel; and
b. clarify the process and simplify documentary requirements.
III. AUTHORITY
a. Civil Service Commission (CSC) Memorandum Circular No. 41, S. 1998, Re:
Amendments to Rules 1 and XVI of the Omnibus Rules Implementing Book
V of the Administrative Code of 1987 (Executive Order 292);
b. DILG Memorandum re: Securing Travel Authority for Foreign Trips dated 24
August 2018;
c. DILG Memorandum Circular No. 2018-03 re: Guidelines in the Issuance of

Travel Authority for Foreign Travels of DILG Local Government (LG) and
Interior Sectors Personnel;
209
d. Memorandum dated 06 February 2018 re: Amendment Reiteration of Early
Submission Requirement of Application for Study Leave and Leave of
Absence to be spent abroad;
e. Memo re: Supplemental Guidelines on Internal Policy for Leave Abroad dated
09 March 2012;
f. Memorandum dated 03 September 2018 re: Processing Time for Application

of Authority to Travel Abroad;
g. DILG Memorandum Circular No. 99-67 dated 26 April 1999; and
h. Memorandum dated 19 November 2018 re: Internal Policies on Approval of

Leave during Red Alert Status.
IV. POLICIES

a. No BFP personnel shall be allowed to travel abroad without an approved
authority to travel secured from the DILG;
b. Travel abroad for purely personal or private purpose must be borne by the
personnel and shall not cost the government any funds;
c. Official travel (local or foreign) shall not be deducted from the leave credits
and monitoring of such shall not fall under the jurisdiction of the office of the
Leave Management Section.
d. BFP officers and personnel on Detail Service (911, NFTI, DILG, other
agencies) who wish to apply for travel abroad shall as well be covered by this
circular. All officers and personnel on Detail Service within their respective
agencies shall submit their monthly leave reports to the National Headquarters
(Attn: Leave Management Section) for purposes of monitoring and record;
e. Applications for Vacation Leave intended to be spent abroad shall not exceed
sixty (60) calendar days with or without pay;
f. Applications for Leave without pay shall not be granted when the personnel
applying for such has available leave credits;
g. If personnel have exhausted or used all his/her sick leave credits, he/she can
use his/her vacation credits but not vice-versa.
h. A prepared itinerary or place of travel must be included in the application,

especially in the personal letter request for the purpose of securing an approved
travel authority;
210
i. Personnel are discouraged from booking flights before securing an approved
travel authority unless absolutely necessary;
j. Renewal/extension of leave abroad for reasons relating to illness or for health

may be approved but only after the BFP officer/personnel on such leave
has submitted duly accomplished application form, approved and signed
by authority concerned and accompanied by a proper medical certificate
authenticated by the Philippine Consular Office of the country where subject
personnel is spending his/her leave, prior to the expiration of the leave of
absence sought to be renewed or extended. Extension shall only be allowed
under the above reason;
k. Application for travel shall be suspended in lieu of the duration of Red/

Heightened Alert Status. However, applications who have been already
granted authority to travel by the DILG shall be subject for cancellation by
the Chief, BFP whenever the contingency upon the needs of the service arises,
provided that the former concurs through the expressed written request by the
latter;
l. Regional Directors are enjoined not to accept any application for leave abroad
of personnel under their jurisdiction beyond sixty (60) calendar days. However,
they must be circumspect in allowing over thirty (30) calendar days of leave
abroad so as not to hamper the operational efficiency of the agency. As well,
they must issue their own pertinent guidelines to ensure proper and timely
application of all the personnel who wish to travel abroad. Finally, Regional
Directors shall not endorse applications with incomplete documentary
requirements;
m. Designation of Officer-in Charge or Caretaker is a mandatory requirement in

case of Head of Office applying for leave;
n. Application for leave with complete documentary requirements must be
received by the National Headquarters fifty (50) calendar days from the date of
the intended personal foreign travel;
o. Late and incomplete application shall result to the automatic non-processing

or denial of the request. The Leave Management section shall only process
applications deemed compliant of the following requirements:
> Endorsement from the Office of the Regional Director

> Personal Letter request indicating the place where the leave will be spent
> Itemized Leave Record
> Application for Leave
> Certificate of Monetization of Leave Credits (Regional and NHQ)
211
> Internal Affairs Service (IAS) Clearance
> Bureau /Regional Order on Designation of a Caretaker (if Chief/Head of
an Office)
p. Concerned officers and personnel must submit their certificate of assumption

of duty to their respective regional offices and copy furnish the National
Headquarters (Attn: Leave Management Section) immediately after their
reporting to duty;
q. In case of cancellation or non-availment of request, concerned officers or

personnel must submit the following requirements within a month after its
intended travel date, provided further that in the event of failure to comply
with the said request, such application shall be deemed to have been enjoyed:
> A personal letter requesting for a nullification/ non-availment

> Photocopy of Bureau Order (if available)
> Authority to Travel issued by the DILG (if available)
> Certificate of attendance or its equivalent, duly signed by the immediate
supervisor (in case the travel abroad date has already lapsed)
V. SANCTIONS
Failure to strictly comply with the provision of this circular shall be sufficient
ground for the outright denial or non-processing of requests for foreign travel authority.
Further, administrative cases for misconduct, insubordination or other related

offenses under the Civil Service Commission Revised Rules and Administrative Cases
in the Civil Service and/or other relevant laws, rules and regulations shall be filed against
the BFP officers and personnel traveling abroad without the required travel authority.
All office memoranda, orders and circulars inconsistent with the provisions of this
circular are hereby amended or modified accordingly.
Any future reference relating to rules and regulations governing foreign travels of
BFP officers and personnel shall be made in reference to this Memorandum Circular.
VI. EFFECTIVITY

FIRE DIRECTOR (DSC)
Chief, BFP
212
15 MAY 2019
Date
MEMORANDUM CIRCULAR
NUMBER __2019-010__

SUBJECT: POLICY GUIDELINES ON APPLICATION FOR LEAVE OF
BFP OFFICERS AND PERSONNEL ON DETAIL SERVICE
I. SCOPE
This Memorandum Circular shall apply to all active officers and personnel of the
Bureau of Fire Protection (BFP) on Detail Service applying for leave of absence.
II. OBJECTIVES
The BFP ensures that its officers and personnel adhere to the highest degree of
professionalism and discipline to protect the image of the organization. Hence, this
a. institutionalize uniformed policy and observe protocols with regards to the

application of leave for BFP officers and personnel on Detail Service; and
b. clarify the process governing the detail of employees to other departments

or agencies, specifically with respect to the extent of authority on
administrative matters of the parent agency and receiving agency, the
personnel actions covered and other pertinent guidelines.
III. AUTHORITY
a. Civil Service Commission (CSC) Memorandum Circular No. 41, S. 1998,

Re: Amendments to Rules 1 and XVI of the Omnibus Rules Implementing
Book V of the Administrative Code of 1987 (Executive Order 292);
213
b. Civil Service Commission (CSC) Memorandum Circular No. 21, S.
2002, Re: Policies on Detail;
c. Memorandum dated 19 November 2018 re: Internal Policies on

Approval of Leave during Red Alert Status;
d. Civil Service Commission (CSC) Memorandum Circular No. 40 S.

1998 as amended by CSC Memo Circular No. 15 S. 1999; and
e. Civil Service Commission (CSC) Memorandum Circular No. 24, S. 2017,

Re: Omnibus Rules on Appointments and Other Human Resources Actions.

IV. GENERAL GUIDELINES
a. The BFP National Headquarters (NHQ), for purposes of clarity, serves

as the parent agency of all the BFP officers and personnel on Detail
Service. It therefore relinquishes administrative supervision and
control over the detailed employee to the receiving agency.
b. Receiving agencies, such as DILG, Emergency 911 National Office,

PPSC, PNPA, NFTI and other relative agencies will act as the
temporary office of the employees on Detail Service, to which the
exercise of full administrative supervision and control is prearranged.
c. BFP officers and personnel, prior to their detail assignment, shall be first
relieved from their present assignment and subsequently transferred
or reassigned to BFP National Headquarters (attn: Directorate for
Personnel and Records Management) after securing the following
documents from appropriate offices, to wit;

> Letter of Intent/Application for Detail Service/Letter Request of
Receiving Agency
> Regional/Bureau Order for Relief/Reassignment
> No Money and Property Accountability Clearance (to be
accomplished from region/respective office)
> Service Record
> Itemized Leave Record
> Certificate of Monetization
> Other pertinent documents
214
d. Aforementioned requirements shall be submitted to BFP-NHQ
to inform the DPRM of the detail service prior to the issuance of
endorsement for Bureau/Department Order.
e. A certification of leave credits, or itemized leave record shall be

furnished to the concerned employee for submission to the receiving
agency prior to his/her detail service.
f. The receiving agency has the responsibility to issue an equivalent

office order with specific task assignment/designation of Detail Service
Officers and Personnel and monitor their punctuality and attendance,
approve requests for leave, evaluate their performance, and exercise
other pertinent acts as prescribed under CSC rules and regulations.
g. In relation thereto, the receiving agency will update and facilitate

monthly submission to the parent agency (Attn: Leave Management
Section) on the attendance of the officers and personnel through
monthly submission of the following, for purposes of continuous
records monitoring, issuance of salaries and other benefits, to wit:

> Itemized Leave Record or Monthly Leave Reports; or
> Copy of all leave applications duly approved by the receiving
agency; and
> Roster of officers and/or personnel
h. In cases of Detail Service with personal travel abroad, subject officers

or personnel shall observe receiving agency’s existing guidelines in
applying for leave, provided that a report on said matter is submitted
to the parent agency for record purposes. This is in addition to the
BFP Memorandum Circular on Personal Travel Abroad that further
clarifies the parent agency’s role to be strictly for monitoring and
record purposes only.
i. For official travel on the other hand, employees must refer to

the prevailing guidelines set by the Skills and Development and
Specialization Section (SDSS).
j. Leave applications for purposes of monetization of leave credits and

rehabilitation shall be applied with the parent agency provided that
endorsement emanating from the receiving agency has been obtained
first. Meanwhile, study leave is discouraged while detail service is in
effect.
215
k. Internal policies on the procedural guidelines for application for leave
such as vacation, sick, and other common leave will be determined and
approved by the receiving agency.
l. In cases when the BFP employees will resort to file leave of absence on
common leave for the approval of the parent agency said application
will be promptly referred to the receiving agency.
m. Suspension of application for leave in lieu of the duration of Red/Full

Alert Status or Blue/Heightened Alert Status, and other emergencies
being implemented by the receiving agency shall be respected.
n. No officers and personnel will undergo any absence without the

expressed written approval by the receiving agency.
o. Once the contract of detail service has expired or ended, all returning
BFP officers and personnel shall immediately report back to parent
agency (Attn: DPRM) and shall remain and be included in the roster
of the Directorate until such time that a new Bureau/Department Order
will be issued directing them to report to their new assignment and
designation.
p. BFP officers and personnel who will not observe appropriate guidelines
in filing leave of absence may be subjected to sanctions with the
receiving agency while they are covered by the detail service period.
This is without prejudice to the parent agency’s right to file separate
administrative case in the exercise of its disciplining authority.
V. SANCTIONS
Administrative cases for misconduct, insubordination or other related

offenses under the Civil Service Commission Rules on Administrative Cases
in the Civil Service (RACCS) and/or other relevant laws, rules and regulations
shall be filed against BFP officers and personnel who will violate provisions
of this circular.
VI. REPEALING CLAUSE
All orders, circulars and other issuances inconsistent herewith are deemed
repealed or amended accordingly.
216
VII. EFFECTIVITY


FIRE DIRECTOR (DSC)
Chief, BFP
Cc: SEC EDUARDO S. AÑO

Secretary, DILG
DILG-NAPOLCOM Center,
EDSA Corner Quezon Ave., Quezon City
PDDG RICARDO F DE LEON, Ph.D.

President, PPSC
505 Al-Fer Building, B. Serrano Avenue,
EDSA, Quezon City, Metro Manila
217
2 JULY 2019
Date
MEMORANDUM CIRCULAR
NUMBER: 2019-013

SUBJECT: POLICY GUIDELINES ON APPLICATION
FOR MATERNITY LEAVE OF BFP PERSONNEL
I. SCOPE
This Memorandum Circular (MC) shall apply to all active female

officers and personnel of the Bureau of Fire Protection (BFP) on applying for
maternity leave of absence.
II. OBJECTIVES
The BFP ensures that its officers and personnel are given the privilege
due them in accordance to existing rules and regulations with the end in view
of maintaining a competent and well- motivated workforce. Hence, this
a. Institutionalize uniformed policy and observe protocols with regards

to the application of maternity leave for BFP officers and personnel;
and
b. Clarify the process and documentary requirements.
III. AUTHORITY
a. Civil Service Commission (CSC) Memorandum Circular No. 41, S.

1998, Re: Amendments to Rules 1 and XVI of the Omnibus Rules
Implementing Book V of the Administrative Code of 1987 (Executive
Order 292);
218
b. Republic Act No. 11210 dated 20 February 2019, Re: 105-Day
Expanded Maternity Law;
c. Civil Service Commission (CSC), Department of Labor and

Employment (DOLE); Social Security System (SSS) Implementing
Rule and Regulation of Republic Act No. 11210 dated 01 May 2019.

Female BFP Personnel – Female Uniformed and Non-Uniformed members of

BFP
Alternate Caregiver – refers to a relative within the fourth civil degree of

consanguinity of the female personnel or to her current partner.
Current partner – refers to a person who shares intimate relationship and lives
with the female personnel.
Emergency termination of pregnancy – refers to the pregnancy loss on or

after the 20th week of gestation, including stillbirth.
Full pay – refers to the basic salary and allowances as may be provided under
existing guidelines.
Miscarriage – refers to pregnancy loss before 20th week of gestation.
Expected Date of Confinement – refer to the estimated delivery date for a

pregnant woman.
Pregnancy – refers to the period from the conception up to the time before
actual delivery or birth of the child, miscarriage or emergency termination.
Relative within the fourth degree of consanguinity - refers to a person who

is related to the female personnel by blood and shares the same ancestry or
lineage.
Solo parent – refers to the covered female personnel who falls under the
category of a solo parent defined under Republic Act No. 8972, otherwise
known as the “Solo Parent’ Welfare Act of 2000”.
V. GENERAL GUIDELINES
1. The 105-Day Expanded Maternity Leave Law (EMLL) shall cover all
female BFP personnel regardless of civil status, employment status,
length of service and legitimacy of her child.

219
2. One Hundred Five (105) days leave with full pay shall be granted for
live child birth, regardless of the mode of delivery, and an additional
fifteen (15) days paid leave if the female personnel qualifies as a solo
parent under Republic Act No. 8972, or the Solo Parents’ Welfare Act
of 2000.
3. Sixty (60) days paid leave on the other hand shall be granted for
miscarriage and emergency termination of pregnancy, as defined in
Definition of Terms, regardless of frequency.
4. Enjoyment of maternity leave cannot be deferred but should be availed

of either before (pre-natal) or after (postnatal) the actual period of
delivery in a continuous and uninterrupted manner. In no case shall
postnatal care be less than sixty (60) days.
5. Maternity leave shall be enjoyed by female BFP personnel even if she

has a pending administrative case.
6. The female BFP personnel shall submit application to the Chief, BFP,
Attention: Director for Personnel and Records Management (DPRM)
in the National Headquarters (NHQ) and to the Regional Director
(RD), Attention: Chief, Administrative Division in the regions, of
her pregnancy and her availment of maternity leave thirty (30) days
in advance of the expected date of confinement with the following
requirements:
a. Letter Request
b. Duly accomplished prescribed application for leave form;
c. Medical Certificate;
d. Allocation of maternity leave credit form (optional); and
e. MPA Clearance.
7. Money, property and work-related accountabilities shall not deprive

the female officer or personnel of the availment of her maternity leave
benefit.
8. Female BFP personnel with live childbirth has the option to extend her
maternity leave for a maximum of thirty (30) days without pay, or use
her earned sick leave for the extended leave with pay. In case the sick
leave credits are exhausted, the vacation leave credits may be used.
9. Female BFP personnel applying for extended maternity leave without

pay, should submit application to the BFP-NHQ (ATTN: Leave
Management Section) 45 days prior the end of the paid maternity leave
with the following requirements:
220
a. Endorsement from the Office of the Regional Director;
b. Letter Request;
c. Duly accomplished prescribed application for leave form; and
d. Medical Certificate.
10. The above period of extended maternity leave without pay shall not
be considered as gap in the service, hence, female officer or personnel
shall earn leave credits during the enjoyed maternity leave without pay
period.
11. In case of overlapping maternity benefit claim, e.g. on miscarriage or

emergency termination of pregnancy after the other or followed by live
childbirth, the female member shall be granted maternity leave for the
two contingencies in a consecutive manner.
12. A female BFP personnel entitled to maternity leave benefit may, at her
option, allocate up to seven (7) days of said benefit to the child’s father
whether or not the same is married to the female officer or personnel.
13. In case the female personnel avails of the option to allocate, she shall
write a letter of intent indicating the person she is granting the seven
(7) days leave and submit to the ODPRM, Attention Chief, LMS or
ORD, Attention: Regional Admin, whichever applies.
14. In case of allocating maternity leave to BFP officer or personnel from

other BFP Regional assignment or agency, private or public sector,
the BFP officer or personnel should secure a certification of allocated
leave granted to him or her and submit it to the concerned office.
15. The allocated maternity leave may be enjoyed by the child’s father
or the alternate caregiver either in a continuous or in an intermittent
manner not later than the period of the maternity leave availed of.
16. In case of death, absence, or incapacity of the child’s father, the female
personnel may allocate to alternate caregiver who may be any of the
following, upon election of the mother taking into account the best
interest of the child:
a. A relative within fourth degree consanguinity; or
b. The current partner, regardless of sexual orientation or

gender identity, of the female officer or personnel sharing the
same household. As proof, a certificate of residency will be
required.
221
17. The option to allocate maternity leave credit shall not be applicable
in case the female BFP personnel suffers miscarriage or emergency
termination of pregnancy.
18. In the event the beneficiary female officer or personnel dies or becomes
permanently incapacitated, the balance of her maternity leave benefits,
if any, shall accrue to the child’s father or to the qualified caregiver
with the condition that the maternity leave benefits have not yet been
commuted to cash and a true copy of death certificate or medical
certificate or abstract is provided.
19. The female BFP personnel shall be entitled to full pay during maternity
leave and shall have the option to receive full pay either lump sum
payment or regular payment salary. The lump sum payment for the
duration of maternity leave shall be processed, subject to available
funds.
V. SANCTIONS
Failure or refusal to comply with the provisions of Republic Act 11210

shall be grounds for possible filing of criminal charges.
This is without prejudice to the administrative cases for misconduct,

insubordination, fraud or other related offenses under the Civil Service
Commission Rules on Administrative Cases in the Civil Service (RACCS) and/
or other relevant laws, rules and regulations that shall be filed against BFP
personnel who will violate provisions of this circular.
V. REPEALING CLAUSE
All orders, circulars and other issuances inconsistent herewith are deemed
repealed or amended accordingly.
VI. EFFECTIVITY


FIRE DIRECTOR (DSC)
Chief, BFP
222
14 APRIL 2020
DATE
MEMORANDUM CIRCULAR
NUMBER: 2020-009

SUBJECT: REVISED INTERIM GUIDELINES ON THE USE OF LEAVE
CREDITS FOR ABSENCES DUE TO SELF-QUARANTINE AND/OR
TREATMENT RELATIVE TO THE CORONAVIRUS DISEASE-2019
(COVID-19)
I. SCOPE
This Memorandum circular shall apply to all active BFP personnel on the use
of leave credits for absences due to self-quarantine and/or treatment relative to the
coronavirus disease-2019 (COVID-19).
II. OBJECTIVE

This revised guidelines will provide the procedure of availment of leave
privileges for absences incurred in relation to the required period of quarantine
and/or treatment of public sector officials and employees relative to the COVID-19.
In addition, said guidelines seek to ensure that preventive measures are

embrace in government agencies to avoid the spread of the said virus in the public
sector workplace.
III. AUTHORITY
Memorandum Circular No. 08, s. 2020.
223
IV. GUIDELINES
1. lt is the responsibility of each BFP personnel to ensure that he/she employs

the necessary measures to prevent the spread of the COVID-19 infection
in the workplace and community.
2. BFP personnel who come from official or personal travel from countries
with or without localized COVID-19 transmissions and those who were
categorized as PUM and PUI shall undergo the required fourteen (14)
calendar days quarantine in their homes or any appropriate health facility.
3. Absence from work during the fourteen (14) calendar days required quarantine
period and treatment for COVID-19, shall be considered as excused absence
(required quarantine leave and/or COVID-19 treatment leave).

4. Below are the categories mentioned under the said reference, to wit;

a. BFP personnel coming from official or personal travel from countries
with or without localized COVID-19 transmissions who underwent
the required quarantine period and/or treatment for COVID-19.  
b. BFP personnel coming from official or personal local travel from areas
under community quarantine who underwent the required quarantine
period and/or treatment for COVID-19 .
c. BFP personnel who underwent the required period of quarantine and/

or treatment for COVID-19 due to localized transmissions while in
the performance of their official functions, namely:
i. Those who are assigned as frontline service workers in all

government agencies
ii. Those who are under alternative work arrangements, such as but
not limited to work-from- home, skeletal workforce, four-day
workweek, and staggered working hours ; and
iii. Those who had exposure with co- employees who contracted the
COVID-19 .
d. BFP personnel infected through local transmissions due to personal or

non-work related activities who underwent quarantine in public health
facility for observations or those who went straight to the hospital
224
for treatment and/or advised to go on quarantine at home because of
mild to moderate symptoms. This includes those living with family
member/s who are either considered as patient under investigation
(PUI) or patient under monitoring (PUM).
e. BFP Personnel, on personal travel from countries with or without localized

transmissions WITHOUT APPROVED TRAVEL AUTHORITY
BEFORE OR AFTER the declaration of THE STATE OF PUBLIC
HEALTH EMERGENCY DUE TO COVID-19 threat, who underwent
the required period of quarantine and/or treatment for COVID- 19.
5. After the lapse of the 14-day period, and that there is a need for treatment of
COVID-19, the subsequent absences incurred shall be treated, as follows:
a. For those on official travel under 4.a and 4.b, and 4.c, the period
of their treatment shall be considered as excused absence (required
COVID-19 treatment leave).
b. For those on personal travel under categories 4.a and 4.b, and 4.d, the
period of their treatment shall be considered sick leave chargeable against
their leave credits, if any. However, in case work suspension is declared
during the required period of treatment, it shall be considered excused
absence and shall be not chargeable against their earned leave credits; and
c. For category under 4.e, absence from work during the fourteen (14)
calendar days required quarantine period for COVID-19 shall be
considered as sick leave and shall be deducted from their earned sick
leave credits, if any. However, in case work suspension is declared
during the required period of quarantine and/or treatment, it shall
be considered excused absence and shall not be chargeable against
their leave credits without prejudice to administrative sanctions as
determined by their respective agency/office head.
6. BFP Personnel who underwent the required quarantine period and/or

treatment for COVID-19 shall submit to the Leave Management Section
(For NHQ) Regional Office (For Regions) to wit:

1. Application for Leave;
2. Certificate issued by the BFP Medical/ private physician that he/she has submitted
himself/ herself for monitoring/investigation, as applicable, (for PUM and PUI);
3. Completion of Quarantine Certificate issued by the local quarantine/
health official; and
225
4. Medical Certificate that he/she is cleared to report back to work; and
Medical Records showing that he/she was treated of the COVID-19 signed
by the attending physician (for those under treatment of COVID-19).
7. ln the event of circumstances above mentioned wherein the BFP personnel

has exhausted his/her sick leave credits, Section 56 of the Omnibus Rules
on Leave shall apply allowing the use of vacation leave credits in lieu of
sick leave credits. ln case the vacation leave credits have been exhausted,
the official/personnel may apply for sick leave of absence without pay.
8. BFP Personnel not covered under the above mentioned categories, in case
of work suspension, they are considered on excused absence, thus it shall
not be deducted from their earned leave credits.

9. BFP Personnel covered by the Interim Guidelines under Categories 1 to
3 whose period of quarantine and/or treatment was deducted against their
leave credits prior to the issuance of these Revised Interim Guidelines
can have the said leave credits restored through their respective agencies’
Human Resource/Personnel Office/s/Units.
10. Office heads shall also ensure that efficiency and productivity work standards
are met, and that delivery of public service is not prejudiced during the
required quarantine and/or treatment of concerned officials and employees.
V. REPEALLING CLAUSE
All other existing guidelines which are inconsistent with these Revised Interim
Guidelines are deemed repealed of modified accordingly.
VI. EFFECTIVITY
This Guidelines shall take effect retroactively on 16 March 2020, the start of the Enhanced
Community Quarantine in Luzon, and shall remain in force until the State of Public Health
Emergency and the Community Quarantine has been lifted by the Office of the President.

DIRECTOR (DSC)
Chief, BFP
226
Part VI
RETIREMENT /
SEPARATION
227
BOARD OF OFFICERS
Cubao, Quezon City
RESOLUTION NO. 2001-01
A RESOLUTION ESTABLISHING A
RETIREMENT AND SEPARATION, to BENEFIT
SYSTEM FOR THE UNIFORMED PERSONNEL
OF THE BUREAU OF FIRE PROTECTION
WHEREAS, this Board of Officer as a duly constituted body by virtue of

BFP Order No. 99-1017 dated 28 September 1999 has a vital role in the effective
implementation of Section 56 of the Rules and Regulations Implementing
Republic Act 6975, as amended, otherwise known as the Department of the
Interior and Local Government (DILG) Act of 1990.
WHEREAS, Section 56 of the Rules and Regulations Implementing

Republic Act 6975, empowers the Board of Officers to rationalize the
retirement and separation benefits system of the Bureau of Fire Protection,
taking into consideration the existing policies of the uniformed Bureaus under
the Department of the Interior and Local Government in order to ensure that no
member of the BFP shall suffer any diminution in the retirement and separation
benefits due them.
WHEREAS, considering that the uniformed personnel of the Bureau of

Fire Protection, an agency under the Department of the Interior and Local
Government, has no existing retirement and separation benefit system, there is
an impelling necessity to establish a system to that effect,
WHEREAS, in the establishment of a retirement and benefits system for

all uniformed members of the BFP, the provisions of the existing retirement and
separation benefit system under Presidential Decree 361, Presidential Decree
448, Presidential Decree 1044, Presidential Decree 1184, Presidential Decree
1638, Presidential Decree 1650, Republic Act 6963, Republic Act 6975, Board
of Officers Resolution No. 8 must therefore be considered except those which
effect any diminution in the retirement benefits due the BFP personnel.
NOW, THEREFORE, the Board of Officers in the exercise of its

functions pursuant to the mandate of Section 56 of the Rules and Regulations
Implementing Republic Act 6975, has resolved as it hereby resolves to establish
the retirement and separation benefits system of the BFP uniformed personnel
to read as follows:
228
ARTICLE I – GENERAL PROVISIONS
SECTION 1. Permanent Physical Disability – means any impairment of

the body which renders the BFP uniformed personnel incapable of performing
substantially the functions of his/her duties or occupation which is expected of
him during the course of his/her duties or occupation which is expected of him
during the course of his/her employment. For the purposes of this Resolution,
the following shall be considered as total permanent physical disability.
1.1 Irreparable loss of power of speech

1.2 Irreparable loss of sense of hearing
1.3 Loss of one (1) or both hands
1.4 Loss of one (1) or both feet
1.5 Loss of one (1) or both eyes
1.6 Loss of one (1) or both limbs at above the ankle or wrist
1.7 Paralysis of one (1) or both limbs
1.8 Brain injury resulting in incurable imbecility or insanity
1.9 Any sickness contracted in the performance of duties which
renders such member until or unable to perform substantially
all the duties 4of his/her position.
SECTION 2. The following shall be considered survivors of deceased BFP

uniformed personnel under this Resolution:
2.1 Surviving spouse shall refer to the legal spouse of the deceased BFP
uniformed personnel as defined by law: Provided, that in case the
surviving spouse remarries, the benefits due to the former shall be
forfeited in favor of the common children.
2.2 Surviving children shall refer to the legitimate, legitimated and/

or the adopted children of the decedent as determined by the law:
Provided, that the entitlement to the benefits under this Resolution
shall terminate when such children have attained the age of majority
or has become emancipated: Provided, further, that those children of
the decedent whose means of earning an income are impaired by their
physical or mental condition shall be considered beneficiaries even
though they have reached the age of majority: Provided, furthermore,
that illegitimate children shall have the same rights and privileges as
provided by law: Provided, finally, that in the absence of the surviving
spouse and surviving children as discussed herein and in the preceding
subsections, his/her surviving parent or parents, or in default thereof,
his/her surviving and unmarried brothers and sisters.

SECTION 3. Uniformed personnel who have retired and/or are disabled
under Sub-Secs. 8.2 and 8.3 and Secs. 9,10, and 11 of this Resolution shall be
carried in the Roll of Retired and separated uniformed personnel of the BFP.
229
SECTION 4. The benefits authorized under this Resolution, unless
otherwise expressly provided by law, shall not be subject to attachment,
garnishment, or any tax whatsoever, neither shall it be assigned, ceded or
conveyed to any third person: Provided, that if the retired or separated officer or
non-officer who is entitled to the benefits under this Resolution have unsettled
money and/ or properly accountabilities incurred while in the active service,
the amount of not more than fifty percent (50%) of the pension gratuity or the
other payment due to such officer or non-officer or survivor may be withheld
and be applied to settle such accountabilities accordingly.
SECTION 5. Any BFP uniformed personnel who wants to avail himself/

herself of the benefits under this Resolution should comply with all the
requirements under Section 19 hereof, and such other clearances with the
Chief, BFP may require.
SECTION 6. The benefits granted under this Resolution shall not accrue
to a uniformed personnel who was separated for cause by virtue of a final
judgement except when entitlement to such benefits is expressly mandated by
a competent court or appropriate administrative agency.
ARTICLE II – RETIREMENT
SECTION 7. The retirement system of the BFP, taking into consideration

the existing retirement and separation benefits system of the uniformed Bureaus
of the DILG, should be made viable and more responsive to the needs and
security of every BFP uniformed personnel in order to ensure that no member
thereof shall suffer diminution in the retirement and separation benefits due
them after their separation/disintegration from the PC/INP.
SECTION 8. Regulations Governing Retirement
8.1 Active service of the uniformed personnel of the BFP shall refer to
his/her services rendered as an officer or non-officer, cadet trainee or
draftee in the PNP, Fire or Jail Force, or in the municipal police prior
to the integration of the Philippine Constabulary/ Integrated National
Police or in the Armed Forces of the Philippines and services rendered
as a civilian official or employee in the government prior to the date of
separation or retirement from the BFP. Provided, that, for purposes of
retirement, he shall have rendered as a civilian official or employee in
the government prior to the date of separation or retirement from the
BFP. Provided, that. For purposes of retirement, he shall have rendered
at least ten (10) years of active service as officer or non-officer in the
AFP, and/or in the INP, and/or in the PNP, Fire or Jail Force: Provided,
further, that services rendered as cadet, probationary officer, trainee or
draftee in the AFP or as a cadet or trainee I the INP or PNP shall be
credited for the purpose of longevity pay: Provided, finally, that for
cadet services, the maximum number of years to be credited shall not
230
exceed the duration of the pre-commissionship course specified in the
curriculum.
8.2 Compulsory Retirement
8.2.1 Upon attaining fifty-six (56) years of age with at least ten
(10) years of active service, an officer or on-officer shall be
compulsorily retired under this Resolution: Provided, that
an officer with a rank equivalent to Chief Superintendent or
higher may, upon the recommendation of the Chief, BFP be
allowed service extension for a non-extendable period of one
(1) year by the Secretary, DILG with the approval of the Civil
Service Commission.
8.2.2 An officer or non-officer with at least twenty (20) years of active

service who dies in line of duty shall be considered compulsorily
retired (posthumous) for purposes of survivorship benefits
prescribed in Sec. 13 of this Resolution.
8.2.3 An officer or non-officer who, having accumulated at least

twenty (20) years of active service, incurs permanent physical
disability in line of duty shall be compulsorily retired and
authorized to avail himself/herself of the retirement gratuity
or pension benefits prescribed in Sec. 12 if this Resolution.
8.2.4 Uniformed personnel covered under Sec. 8.2., Article II of

this Resolution shall be retired one grade higher than the
permanent grade last held: Provided, that they have served at
least one (1) year of active service in permanent grade.
8.3 Optional Retirement
8.3.1. A BFP uniformed personnel who has accumulated at least

twenty (20) years satisfactory active service, regardless of age,
may optionally retire and be entitled to one (1) rank higher
than the permanent grade last held. Provided, that, he/she has
served at least one (1) year of active service in permanent
grade. He/she shall be authorized retirement gratuity or
pension benefits prescribed in Sec. 12 if this Resolution.
8.3.2. An officer or non-officer who, having accumulated at least

twenty (20) years of active service, incurs physical disability
in line of duty other than total permanent physical disability,
may at his/her option, be retired with one (1) rank higher
and authorized to receive the retirement gratuity or pension
benefits prescribed in Sec. 12 of this Resolution: Provided,
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that he/she has served at least one (1) year of active service in
permanent grade.
ARTICLE III – SEPARATION
SECTION 9. An officer or non-officer who having accumulated less than

twenty (20) years of active service, incurs total permanent physical disability
in line of duty shall be separated from the service and be authorized separation
gratuity prescribed in Sec. 14 of this Resolution.
SECTION 10. An officer or non-officer who incurs physical disability with

less than twenty (20) years of active service may, at his option, be separated
from the service and be authorized separation gratuity prescribed in Sec. 14 of
this Resolution.
SECTION 11. An officer or non-officer with less than twenty (20)

years of active service who dies in line of duty shall be considered separated
(posthumous) from the service for survivorship benefits prescribed in Sec. 15
of this Resolution.
ARTICLE IV –
RETIREMENT AND SEPARATION BENEFITS
SECTION 12. When an officer or non-officer is retired from the Bureau of

fire Protection, he/she shall, at his option, be entitled to one (1) of the following
retirement and separation benefits:
12.1 Retirement Benefits – Monthly Retirement Pay shall be fifty percent

(50%) of the base pay and longevity pay of the retired grade in case
of twenty (20) years of active service, increasing by two and one-
half percent (2.5%) for every year of active service rendered beyond
twenty (20) years to maximum of ninety percent (90%) for thirty-six
(36) years of active service and over (Sec. 75, RA 6975)
12.2 The retiree or survivor may, at his/her option, be also entitled to

receive in advance and in lump sum his/her annual retirement pay/
survivorship benefits for the initial three (3) years and thereafter
receive his/her annual retirement pay/survivorship benefits payable
in equal monthly installment as they accrue. The payment of
retirement benefits in lamp sum shall be made upon submission of
required documents and availability of funds.
SECTION 13. The survivors of an officer or non-officer who retired under

Sub-Sections 8.2 and 8.3 shall be entitled to a monthly annuity equivalent
to seventy-five percent (75%) of the monthly retirement pay the retiree was
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receiving to be divided among them in equal shares and with the right of
accretion among surviving heirs.
SECTION 14. An officer or non-officer with less than twenty (20) years of
accumulated active service separated under Sections 9 and 10 shall be entitled
to a separation gratuity pay equivalent to one and one fourth (1 ¼) month’s
base and longevity pay of the permanent grade he holds for every year of active
service including fractions thereof.
SECTION 15. The survivors of a deceased officer or non-officer separated

under Secs. 9, 10 and 11, shall be entitled to a monthly annuity equivalent to
fifty percent (50%) of his/her base and longevity pay based on his/her separation
grade to be divided among them in equal shares and with the right of accretion
among the surviving heirs.
ARTICLE V – TERMINAL LEAVE AND

SPECIAL BENEFITS
SECTION 16. Regulation Governing Commutation of Terminal Leave

Benefits
16.1 The earned leave credits of a compulsorily retired BFP uniformed

personnel shall be computed based on one (1) rank higher than his/
her permanent grade last held: provided, that he/she has served at
least one (1) year in the permanent grade last held.
16.2 An optionally retired officer or non-officer of the BFP, having

rendered at least twenty (20) years of active service, shall be entitled
to one (1) rank higher for the purpose of computing the commutation
of his earned leave credits: Provided, that he/she has served at least
one (1) year in the permanent grade last held.
16.3 An officer or non-officer with at least twenty (20) years of active

service who dies in line of duty shall be entitled to a one (1) rank
higher if his/her permanent grade last held for the purpose of
computing the commutation of his/her earned leave credits.
16.4 An officer or non-officer who, having accumulated less than twenty

(20) years of active service, incurs permanent physical disability in
line of duty shall be entitled to the commutation of his/her earned
leave credits based on the rank held as of separation from the service.
16.5 An officer or non-officer with less than twenty (20) years of

accumulated active service who voluntarily resigned and was
separated from the service shall be entitled to the commutation of
earned leave credits at his/her permanent grade last held.
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16.6 Any officer or non-officer who has been penalized with dismissal
from the service is likewise not barred from entitlement to his/her
terminal leave benefits. (SEC. 65, Rule XVI, EO 292, as amended by
CSC Res. No. 99-1885 dated 23 August 1999)
16.7 Computation of terminal leave benefits shall be based on the total

number of earned leave credits divided by 22 days and multiplied by
the base pay and the longevity pay.
SECTION 17. Special Benefits. The BFP shall continue to grant to the
uniformed personnel who are totally and permanently incapacitated and to the
survivors of the uniformed personnel who have died, the Special Financial as
follows:

17.1 The average of six (6) months of base and longevity pay including
all allowances and bonuses during the last twelve (12) months
immediately preceding the death or permanent incapacity of
uniformed personnel. The same benefits shall be computed for those
who have served less than twelve (12) months and the payment
shall come from the expected salary, allowances and bonuses of the
deceased or incapacitated personnel for the next six (6) months after
his death or permanent incapacity.
ARTICLE VI – DEATH AND DISABILITY BENEFIT
SECTION 18. The BFP shall continue to grant the BFP uniformed
personnel the following death and disability benefits pursuant to PD 1184.
18.1 Death Benefits. An officer or non-officer of the Bureau of Fire

Protection who died in the performance of his duty or by reason of
his office/position, upon resolution of the Line of Duty Board or
Adjudication officer shall receive: (1) a gratuity equivalent to one
(1) year salary; (2) Burial expenses equivalent to three (3) months
salary; (3) Monthly pension equivalent to eighty percent (80%) of
his/her salary for a period of five (5) years from the date of death.
In case the BFP uniformed personnel was hospitalized before his
death, the legal beneficiaries shall be reimbursed of any reasonable
expenses for medicines, medical attendance, hospital fees, necessary
transportation and subsistence expenses. Any deducted leave credits
for absences for incapacity incurred in line of duty shall be restored.
The salary in this sub section shall mean the base and longevity pay.
18.2 Disability Benefits. An officer or non-officer who is permanently or

totally disabled as a result of injuries suffered or sickness contracted
in the performance of his duty as certified by the appropriate board
or Adjudication Officer and upon certification by the medical officer
234
that the extent of disability or sickness renders such personnel
unfit or unable to perform substantially all the duties of his/her
position, shall be entitled to the following benefits: (1) Gratuity
equivalent to one year’s salary of his/her retired grade; (2) A lifetime
pension equivalent to eighty percent (80%) of his last salary; (3)
Reimbursement of reasonable expenses for medicines, medical
attendance, hospital fees, necessary transportation and subsistence
expenses which were incurred during hospitalization; and, (4)
Restoration of deducted leave credits. Should such member who has
been retired under Total Permanent Physical Disability under this
section die within five (5) years from retirement, his/her surviving
spouse and surviving dependents, legitimate, legitimated or adopted
children shall be entitled to a pension for the remainder of the five
(5) years guaranteed period. Similarly, the salary hereof shall mean the
base and longevity pay.
ARTICLE VII – MISCELLANEOUS PROVISIONS
SECTION 19. Four (4) months prior to the 56th birthday of the BFP
uniformed personnel, he/she shall be relieved of his duties and reassigned
to the BFP Headquarters Service Support Unit (HSSU) in National Office or
equivalent units in Regional Offices to give him/her ample time to prepare and
submit necessary papers as may be prescribed by the Chief, BFP.
SECTION 20. Issuance of Orders. The Chief, BFP or his authorized

representative shall issue corresponding orders for compulsory or optional
retirement, retirement with permanent physical disability, posthumous
retirement, separation and commutation of leave credits upon submission of
supporting documents which shall be the basis for computation of benefits.
SECTION 21. Nothing in this guideline shall be construed in any manner to

reduce whatsoever the retirement or separation pay or other monetary benefits
which any fireman heretofore is receiving or is entitled to receive under the
provisions of existing laws.
SECTION 22. Construction. In case of doubt in the interpretation of the

provisions of his resolution, this shall always be liberally construed in favor of
the grantee or beneficiary.
SECTION 23. Coverage. All uniformed personnel who were absorbed by

the Bureau of Fire Protection upon its inception/creation by virtue of RA 6975
and those who were appointed thereafter shall be under the coverage of this
Resolution.
SECTION 24. Separability. In case any clause, sentence or part of

this Resolution is adjudged by a competent court or quasi-judicial body to
235
be invalid, such ruling shall not affect or invalidate the other provisions not
affected thereby.
SECTION 25. Effectivity. This Resolution shall take effect immediately.
Done this ____________ day of _____________ 2001 at Cubao, Quezon

City.
ROGELIO N TUMBAGA
SR SUPT (DSC) BFP
Deputy Fire Chief for Administration
Chairman, Board of Officers
MANUEL S BADURIA FELIX R RODIL

SR SUPT (DSC) BFP SUPT (DSC) BFP
Chief, Directorial Staff Asst. Chief Directorial Staff
Member for Comptrollership
Member
DIR. SOLITA S. RECOLIZADO DIR. ELISEO S. GATCHALIAN

DBM Representative CSC Representative
Member Member
JOSE E COLLADO
SR SUPT (DSC) BFP
Deputy Fire Chief for Operation
Vice – Chairman, Board of Officers
ATTESTED BY:
NIMFA D CUARTEL
SUPT (DSC) BFP
Asst. Chief Directorial Staff for Personnel
Member/Secretary, Board of Officers
APPROVED:
JOSE D LINA JR. EMILIA T BONCODIN KARINA C. DAVID

Secretary, DILG Secretary, DBM Chairman,
Civil Service
Commission
236
LOCAL GOVERNMENT
EDSA cor. Mapagmahal St., Diliman
Quezon City
3 JUNE 2011
Date
CIRCULAR
No. 2011 – 07
SUBJECT: UNIFIED GUIDELINES IN MONITORING FUND

RELEASE FOR RETIREMENT/ PENSION/ SEPARATION
BENEFITS IN THE PHILIPPINE NATIONAL POLICE
(PNP), BUREAU OF FIRE PROTECTION (BFP), AND THE
BUREAU OF JAIL MANAGEMENT AND PENOLOGY
(BJMP)
1.0 REFERENCES:
For BFP/ BJMP:

a) RA 6975. “An Act Establishing the Philippine National Police Under a
Reorganized Department of the Interior and Local Government and for
Other Purposes”,
b) RA 9263. “An Act Providing for the Professionalization of the Bureau

of fire Protection (BFP) and the Bureau of Jail Management and
Penology (BJMP), amending certain provisions of Republic Act No.
6975. Providing funds Thereof and for Other Purposes”,
c) Board of Officers Resolution No. 2001-01,
d) Presidential Decree No. 1184, and
e) Annual Appropriations Act.
For PNP
a) RA 8561, “An Act Providing for the Reform and Reorganization of the
Philippine National Police and for Other Purposes, amending certain
provisions of Republic Act 6975 entitled, “An Act Establishing the
Philippine National Police under a Re-organized Department of the
Interior and Local Government, and for Other Purpose.”,
b) NAPOLCOM Resolution No. 2010-202 dated August 5, 2010 entitled

“Approving the Activation of the PNP Retirement and Benefits
Administration Service (RBAS).”,
c) Memorandum dated August 23, 2010 subject: “Activation of PNP
Retirement and Benefits Administration Service (RBAS).”,
237
d) PNP Circular No. 2002-001, subject: “Payment of Retirement Benefits
of PNP Personnel (Retirees) with pending cases as amended by NHQ
PNP Circular No. 2010-012.”,
e) PNP Circular No. 2000-04 dated February 28, 2000, subject:

“Guidelines in the Implementation of Project: “Kalinga” (Retirement/
Separation);
f) DBM et al. vs. Manila’s Finest Retirees Association, Inc., GR No.

169466, May 9, 2007, and
g) Annual Appropriations Act
2.0 PURPOSE
This Directive is being issued to prescribe the guidelines in monitoring

Fund Releases for Retirement/Pension/Separation Benefits of its uniformed
retirees/ pensioners. This will also harmonize the contributory efforts of
the different offices/ units involved in the retirement and pension system.
3.0 COVERAGE
All uniformed members of the PNP/BFP/BJMP as well as all types

of retirees/ pensioners including those of the Integrated National Police
(INP).
4.0 POLICY STATEMENT
4.1 On Fund Release Monitoring System
4.1.1 Under National Budget Circular (NBC) No. 528 dated January
3, 2011, PS Allocation for Uniformed Personnel shall be
released only for filled positions.
4.1.2 A Roster of the active PNP/BFP/BJMP Uniformed Personnel for

FY 2011 shall be prepared by the Directorate for Personnel and
submitted to DBM. The Roster format prescribed by the DBM
contains data on: Office/Unit/Assignment, Rank, Long Pay Level,
Actual Salary, Name of the Incumbent, Date of Birth, TIN, Date
of Original Appointment, and Date of Last Promotion certified
correct by the Human Resource Management Officer/ Personnel
Officer.
4.1.3 The accomplished Roster shall now serve as the Database of active
uniformed personnel which will be used also in counter checking
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Special Budget Request for Retirement Gratuity and Terminal
Leave Benefits and updating of Database.
4.1.4 For purposes of facilitating a system in reporting, the Roster may

be prepared by Regions, alphabetically arranged. To capture the
mobility of uniformed members, the Roster shall be updated every
quarter of the given fiscal year.
4.1.5 Retirement Gratuity and Terminal Leave (RG/TL) are subject to

budget request under the Retirement Benefits Fund (RBF)
4.1.6 Pension requirements are included in the respective budgets of

PNP/BFP/BJMP and are not withheld.
4.1.7 List of retirees/ pensioners together with corresponding pension

requirements are submitted to DBM to support budget request.
The List shall now serve as Database for retirees/ pensioners.
4.1.8 For purposes of a unified monitoring system, there is a need to

consolidate PNP/BFP/BJMP existing policies/ monitoring system
in the administration of retirement/ pension benefits.
4.1.9 A specific office in the PNP/BFP/BJMP shall be established/

activated to manage and administer the pension and retirement
fund to fill-in the organizational and functional gaps that exist in
the current system. There will be an information technology-based
office that shall simplify the processing of pension management
through an effective auditing and monitoring system.
5.0 DEFINITION OF TERMS
For the purpose of these guidelines, the following terms shall be

construed to mean as follows:
1. Active Service – Refers to the services rendered as an officer or non-

officer in the AFP, PNP, INP, or as civilian, official or employee in the
Philippine Government prior to employment in the PNP/BFP/BJMP,
provided, that, the employee shall have rendered at least ten (10) years
of uniformed services in addition to the length of services rendered
in the Allied Service shall be credited for purposes of longevity pay.
Provided, further, that there shall be a gap in the service when penalized
for an offense with proviso of “no work, no pay”. Provided, finally,
that for cadetship, the maximum number of services to be credited
shall not exceed the duration of the regular school curriculum.
2. Compulsory Retirement – The severance of the personnel’s
employment from the PNP/BFP/BJMP upon reaching the age of
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fifty-six (56); provided that he/she has rendered, at least, ten (10) years
of accumulated active service.
3. Died in Line of Duty – A uniformed member who died while in the

performance of his functions, duties and responsibilities.
4. Filled Position – A position occupied by a uniformed member who

is in the active service as of December 31 of the year preceding the
current Fiscal Year of the Roster of Uniformed Personnel.
5. Needing Clearance – Provision for unfilled positions in the PNP/BFP/

BJMP Budget that shall be released upon compliance with submission
of certain documentary requirements.
6. New Recruits – Newly created positions authorized in the year

preceding the current Fiscal Year which have already been filled,
where the incumbents have already taken their oath of duty.
7. Optional Retirement – The severance of the personnel’s employment

from the PNP/Fire/Jail upon approval of the Chief PNP/BFP/BJMP,
provided that he/ she has accumulated, at least, twenty (20) years of
satisfactory government service, of which at least ten (10) years must
have been rendered.
8. Pensioner - A uniformed member who has retired from the active

service either through compulsory/optional retirement, death or
permanently incapacitated, including an INP retiree, in case of PNP,
who was accorded the retirement benefits of a uniformed member by
the Court.
9. Regular Pensioners – An Optional and/or Compulsory Retiree
10. Retirement – The official severance of the personnel’s employment

with the PNP/ BFP/BJMP upon reaching the age of fifty-six (56) or
upon accumulation of at least twenty (20) years of active service and
may either be optional or compulsory.
11. Separation – Severance from service through attrition not having

attained twenty (20) years of active service. He/she shall be entitled to
receive only the
12. Special Financial Assistance (SFA) – A benefit authorized to a

deceased or permanently incapacitated uniformed personnel under
RA 6963 which is equivalent to the average six (6) months salary,
including allowances and bonuses during the last twelve (12) months
preceding the death of the officer.
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13. Survivors shall mean:
a. Surviving spouse legally married to the deceased prior to the

latter’s retirement/separation and not legally separated by judicial
decree issued on the grounds not attributable to said spouse or have
not abandoned the deceased without justifiable cause. Provided,
that entitlement to the benefit shall automatically terminate upon
his/her remarriage.
b. Surviving legitimate or illegitimate children, not majority age

(18 years old), or is over the age of majority but incapacitated
and incapable or self-support due to a mental or physical defect
acquired prior to the age of majority. The share of an illegitimate
child be equivalent to one half (1/2) of the share of a legitimate
child. Provided that the said children were conceived or born
during the active service of the retired member and that entitlement
of benefits shall be terminated when such children attain 18 years
of age.
c. In default of those mentioned in a) and b) above, the surviving

parent or parents. Provided, that if the survivors are the illegitimate
children, both the surviving parent and illegitimate children shall
be entitled to the benefit.
14. Survivorship Benefit – the amount of monthly derivative pension

granted to legitimate beneficiaries equivalent to fifty percent (50%) of
the monthly retirement pension of the principal/retiree, which shall be
divided among the legitimate beneficiaries.
15. Total Permanent Physical Disability (TPPD) Benefit – A retirement

benefit granted to members who are permanently injured.
16. Transferee – surviving spouse/qualified children of a deceased retiree

whose pension benefits are transferred to dependents due to death of
pensioner. The transferred to dependents due to death of pensioner.
The transferred benefit is seventy-five percent (75%) of the computed
pension benefit.
17. Unified Position – An Authorized PNP/BFP/BJMP position which is

vacant or has no active member in place.
18. Uniformed Member – A PNP/BFP/BJMP Uniformed Personnel who

has become a member of the said uniformed bureaus, effective upon
taking his oath of duty and is still in the active service.
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6.0 IMPLEMENTING GUIDELINES
6.1 Establish/Activate/Strengthen a separate office for the Retirement

and Benefits Administrative Service/Units. It will be solely
responsible in the management and administration of the pension and
gratuity benefits which will be under the functional supervision of the
respective Directorate for Personnel of the PNP/BFP/BJMP and will
be oversight functions on the pension and gratuity administration of
the agency. This office must be information-technology based that
will simplify the processes of pension management with an effective
auditing and monitoring system. (Refer to 4.1.9 of the Policy Statement
of this Circular)
The Mission of the office is to manage the pension/retirement/

separation benefits of the uniformed personnel and their legal
beneficiaries in accordance with the provisions of pertinent laws.
Their functions include the following:
1. Systematically and promptly process and monitor all requests/

claims of retired/pensioner/separated uniformed personnel and
their legal beneficiary/ies pursuant to the existing provisions of
pertinent retirement laws.
2. Establish, maintain and update the List of Pensioner/Retired/

Separated Personnel and act as its custodian.
3. Periodically account and monitor the status of existing pensioners

and legal beneficiaries, and submit report to the RBAS on a
quarterly basis.
4. Facilitate/Assist the processing and approval of the personnel

application for retirement and the transfer of pension to legitimate
beneficiaries.
5. Prepare Special Budget Request to DBM for Retirement Gratuity

and Terminal Leave Benefits and the budgetary requirements
attached to the request.
6. Prepare financial requirements for the administration and payment

of pension for retirees and legitimate beneficiaries.
7. Investigate and file appropriate charges against persons who

committed fraud and those liable to the non-payment or unauthorized
payment of pension to a retiree/pensioner/beneficiary.
242
8. Provide management with timely and accurate reports needed for
decision-making in support of policy formulation.
9. Formulate rules and regulation to continuously improve the

retirement and separation benefits of Uniformed Personnel.
6.2 Computation of Pension/Retirement/Separation Benefits
1. The computation of retirement/pension/separation benefits of personnel

who were compulsorily retired and those who availed of optional
retirement must be pursuant to the existing pertinent retirement laws.
2. Pursuant to COA Circular No. 2009-002 dated May 18, 2009,

Reinstituting Selective Pre-audit on Government Transactions, all
payments of terminal leave benefits shall be subject to pre-audit.
Hence, examination of documents supporting Retirement Gratuity and
Terminal Leave Benefits prior to its payment and recording must be
examined and pre-audited by COA.
6.3 Processing of Claims
1. The documentary requirements must be identified per type of claim

and a ready format must be provided to the claimant.
2. The processing flow or the step-by-step flow of transactions for

pension/retirements/separation claims must be posted in the office for
easy reference.
3. Issuance of clearances and other requirements. The Retirement

Benefits Administrative Service (RBAS) shall request from the
Records division, Directorate for Personnel six (6) months prior to
compulsory retirement the Retirement Order, Service Record, Latest
Promotion Order, and Statement of Assets and Liabilities.
In the issuance of clearances, all retiring personnel shall settle

their accounts, e.g., issued firearms, equipment, money/property
accountability etc. The retiree may however, execute an undertaking
with Director for Logistics/SAO to deduct the amount of accountability
from the retirement benefits/claims.
4. The PNP/BFP/BJMP shall enter into a Memorandum of Agreement

with Ombudsman to fast track the issuance of clearances to avoid
delay in the release of retirement benefits. Also, with the National
Statistics Office (NSO) for the confirmation of relationships of the
pensioners and beneficiaries through their Civil Registry Records
243
on (1) Marriage Contract, (2) Birth Certificate, (3) Certificate of NO
Marriage (CENOMAR), Annulment of Marriage and other Civil Status
records.
5. The RBAS shall be responsible in securing the Civil Registry Records

from the NSO to avoid fraudulent and spurious documents submitted
and for the expeditious adjudication of legal beneficiaries. The
fee for the documents secured shall be charged to the claimant as
reimbursement with Official Receipt.
6. Upon receipt of the NSO certified documents, the RBAS as the

primary responsible on the legitimacy of the beneficiaries shall issue a
Certificate of Legal Beneficiaries (CLB) upon death of the retirees and
shall issue a Decree of Entitlement in favor of the transferees.
6.4 Conduct of Pensioner/Beneficiaries Inventory and/or Audit
1. National Headquarters and Regional RBAS shall annually conduct

retirees/pensioners/beneficiaries audit through home visitations
and require them to update forms for the alpha list. A report must
be rendered to include the assessment of the living condition and the
legitimacy of each pensioner for proper evaluation.
2. All pensioners are required to submit a Pensioner Update Form to the

NHQ RBAS.
3. If the Pension Management Information System is already established

and existing with complete data, the pensioner may no longer need to
submit Pensioner Update Form unless there are changes to be updated
in his/her records for inclusions such as contact numbers, bank account
numbers and the like. To closely monitor the entitlement and eligibility
of pensioners, they will individually audit on a periodic basis. To
support this, an allocation must be provided by PNP/BFP/BJMP and
be included in their Annual Operations Plan and Budget.
4. In this regard, all pensioners are required to personally present

themselves to the RBAS once a year during their birth month. If they
cannot do it in person, they may submit thru mail their Proof of Life to
the concerned office. The proof of life will be the pensioner’s postcard
size colored picture with film/negative where he/she is holding any
current newspaper of national circulation and with the date of said
newspaper clearly shown. The front page of the newspaper used for
the picture together with the clear photocopy of their Pensioner ID (if
any), or any issued agency ID card must also be sent. In the absence
of any agency issued ID card photo copy of any two (2) valid ID cards
(passport, COMELEC voting card, driver’s license, School ID card,
244
PRC card, Office ID Card, Senior Citizen ID card, Postal ID Card) will
be accepted.
5. Pensioners who are found not qualified or no longer qualified to

receive pension, stoppage of pension may be done through suspension,
deletion and cancellation, based on the following instances:
Suspension
a. Lack of information such as incomplete or no address
Deletion
b. Surviving children’s emancipation upon reaching 18 years old;
c. Death of the retiree subject to the transfer of 75% of the
pension to the qualified beneficiaries;
d. Re-marriage of the surviving spouse;
e. Death of beneficiaries;
f. Duplicated names
Cancellation
g. Allottees and Common Law Wife deriving pension from
deceased retiree;
h. Survivor’s pension reached the five-year guaranteed period;
and
i. Other grounds as may be provided by law.
6. In cases of errors in the deletion/ cancellation of checks, the

Directorate for Personnel shall be informed of the actions taken and
the concerned pensioner shall be notified the same thru any modes of
communications. There shall be immediate restoration and following
month with the right of the pensioner to receive back-earned pension.
7. For proper accounting/identification of INP/PNP/BFP/BJMP retirees/

beneficiaries, there shall be an ID to be accomplished and issued by the
RBAS which shall be renewed every year for inventory purposes.
8. Due to the large number of PNP retirees, the PNP may continue their
Memorandum of Agreement (MOA) with the National Statistics Office
(NSO) in the development of a Matching Program utilizing its civil
registry database to match the list of pensioners provided by the PNP.
9. PNP/BFP/BJMP RBS shall ensure that pensions can also be availed

through ATM for easy access and convenience of the retirees and
beneficiaries.
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6.5 Special Budget Request to DBM
a. Provisions for RG/TL Benefits shall be requested sourced from the

RBF.
b. A Special Budget Request for the Pension Requirements shall be

submitted to DBM which shall be supported by a List of Retirees/
Pensioners and corresponding pension requirement due each. For
purposes of clarity and facility, in as much as pension rates are not
yet uniformly adjusted, the List shall be grouped according to kind of
adjustment. Such as, in the case of PNP-Regular and INP, for BFP/
BJMP – Regular and RA 1616 retirees.
c. Transferees/survivors/TPPD Pensioners shall also be grouped/

indicated together, except for the TPPD beneficiaries of PNP, which
are separately administered by NAPOLCOM.
d. Administrative Issues
• The establishment of a PNP/BFP/BJMP Regional Retirement and

Benefits Administrative Service (RRBAS) in every region which
shall be functioned as follows:
> Establish, maintain and update the List of Pensioner/Retired/

Separated Personnel in the respective regions and acts as
Custodian;
> Responsible for transmittal to RBS application for claims
for retirement/pension/gratuity pay/terminal leaves, Service
records, latest promotion orders, Statements of Assets and
Liabilities;
> Administers the releasing of monthly pension;
> Conduct retirees/pensioners/beneficiaries inventory and/or
audit and shall submit a report on the living condition and the
legitimacy of each pension;
> Assists in the investigation and filing of appropriate charges
against persons who committed fraud and those liable for the
non-payment or unauthorized payment of pension to a retiree/
pensioner/beneficiary;
> Responsible for the morale and welfare of retirees/pensioner
in their respective regions; and
> Perform other tasks as directed by higher authorities.
246
• Six (6) months before retirement; the RBAS shall start preparing
requirements and clearances for accountabilities of retiring
uniformed members, such that retirement claims shall be ready on
the date of retirement.
• Dissemination of Information on retirement procedures and

processes as well as the availability of forms/requirements for
claims.
• The Finance service (FS) is responsible for the Continuous Form

Checks (CFCs) of personnel in the active service. It shall now
relinquish funding warrant, registry warrant, CFC of retirees/
pensioners/beneficiaries to RBAS which in turn shall prepare and
disburse the CFCs.
6.6 Posting on Website. For purposes of transparency and accountability

posting on the agency Official Website is required to readily access the
following:
a. Information Updates on the latest Special Budget Request submitted to

the DBM for RGTL
b. List Funded by the DBM

(4) Requirements for Transfer of Pension
(5) Requirements for Restoration of Pension
(6) Requirements for Posthumous Separation/Retirement
(7) Requirements for Replacement of Pension Checks

7.0 REPEALING CLAUSES
All existing policies, rules and regulations inconsistent herewith are

hereby repealed/amended.
8.0 IMPLEMENTATION

The respective RBAS of PNP/BFP/BJMP upon effective of this
Circular shall promulgate their own respective Implementing Rules and
Regulations consistent with the objectives and policies of this directive.
9.0 RESPONSIBILITY OF THE HEAD OF THE RETIREMENT

AND BENEFITS ADMINISTRATIVE SERVICE
The Head of the RBAS shall be responsible and oversee the

implementation of the herein policies on Fund Release for Retirement
Pension and Separation Benefits.
247
10.0 PENAL PROVISION
Sanctions shall be imposed subject to existing pertinent laws against

retirees/pensioners found to have committed fraudulent acts on retirement/
pension claims.
11.0 EFFECTIVITY
The Directive shall take effect immediately.
JESSE M. ROBREDO
Secretary
248
07 DECEMBER 2012
Date
MEMORANDUM CIRCULAR
NUMBER 2012-016
SUBJECT: POLICY GUIDELINES ON THE APPLICATION FOR

ATM PENSION SCHEME OF BFP RETIREES AND
BENEFICIARIES
1.0 REFERENCES
a. DILG Circular No. 2011-17 dated 03 June 2011, Re: Unified Guidelines
in Monitoring Fund Release for Retirement/Pension/Separation
Benefits in the Philippine National Police, Bureau of Fire Protection
and the Bureau of Jail Management and Penology;
b. SILG Memorandum dated 08 March 2012, re: implementation of the

DBM-recommended reforms on pension benefits (SILG12-004662);
and
c. BFP Implementing Guidelines of DILG Circular No. 2011-07 Re:

Monitoring of Fund Release for Retirement/Pension/Separation
Benefits in the Bureau of Fire Protection.
2.0 OBJECTIVES
2.1 To establish guidelines for the retirees and beneficiaries on how to

avail of the ATM pension scheme in the BFP, as prescribed in DILG
Circular 2011-07;
2.2 To prescribe the procedures in the availment of ATM pension scheme;
2.3 To modernize and expedite the releasing of pension benefits of BFP

retirees and beneficiaries, not only those living in the Philippines, but
also those who are abroad; and
249
2.4 To support the thrust of the Department of the Interior and Local
Government (DILG) and Department of Budget and Management
(DBM) for a more transparent, faster and more efficient pension
delivery system
Admin Officer - the BFP officer tasked with the implementation of

3.1
the BFP ATM Pension Payment Scheme (APPS) on the retirees and
their beneficiaries in his/her AOR. In BFP National Headquarters,
the officer primarily responsible shall be the Director for Personnel,
in Regional Offices, Regional Admin Officer and for the Provincial
Offices, the Provincial Fire Marshal.
ATM Pension Payment Scheme (APPS) - the delivery of pension

3.2
benefits of BFP retirees and their beneficiaries through electronic
means, i.e., through ATM.

Beneficiaries shall be the following:
3.3
a. Surviving spouse shall refer to the legal spouse of the deceased

BFP personnel as defined by law; Provided that in case the
surviving spouse remarries, the benefits due to the former shall be
forfeited in favor of the common children.
b. Surviving legitimate or illegitimate children, not majority age

(18 years old), or is over the age of majority but incapacitated
and incapable of self-support due to a mental or physical defect
acquired prior to the age of majority. The share of an illegitimate
child shall be equivalent to one-half (1/2) of the share of a
legitimate child. Provided, that the said children were conceived
or born during the active service of the retired BFP personnel
concerned, and that the entitlement of benefits shall be terminated
when such children reach 18 years of age.
In the absence of those mentioned in (a) and (b), the surviving parent
or parents. Provided, that if the survivors are the illegitimate children,
both the surviving parent and illegitimate children shall be entitled to
the benefit.
3.4. Land Bank of the Philippines (LBP) - official depository of the

Bureau of Fire Protection for the releasing of pension benefits through
ATM.
Pensioners - retirees and beneficiaries in general who are receiving

3.5.
pension benefits from the BFP.
250
Retiree - a BFP uniformed personnel who was officially severed
3.6.
from the service upon reaching the age of fifty-six (56) or upon
accumulation of at least twenty 920) years of active service and may
be either optional or compulsory.
4.0 PROCEDURES
4.1 To avail of the ATM pension, the retiree/beneficiary concerned must

go o BFP National Headquarters Regional Office or the Provincial
Office where they currently draw their pension for the processing of
their ATM pension application.
4.2 The Admin Officer must brief the pensioners of the following, to wit:
a. The pension will be available for withdrawal every 20th day of the
month;

b. The pensioners must maintain a balance of at least One Hundred
and 00/100 Pesos (P100.00) in their ATM account to keep the
account in active status;

c. Pensioners may withdraw their pension from any LBP ATM free
of charge. However, withdrawal/balance inquiry transactions
from non-LBP Expressnet, Bancnet and Megalink ATMs shall
incur the prevailing interbank service charge for every transaction;
and

d. In case of damage or loss of the ATM card, the pensioner must
request for its replacement to the LBP branch where they opened
an account, subject to documentary requirements and reasonable
fee/s.
4.3 The pensioner must secure from the office concerned where they draw
their pension the Waiver of Rights and fill-up the same (pls. see Annex
“A”).
4.4. Upon filling-up the Waiver of Rights by the retiree/beneficiary, the

Admin Officer must issue the corresponding Letter of Introduction
(LOI). (pls. see Annex “B”)

Note: prior to issuance of the LOI< the Admin Officer must ensure
that the documents in Sec. 4.5 of this Circular are properly
complied with by the pensioner.
251
4.5 The pensioner will then handcarry the Waiver of Rights and the LOI
to the nearest Landbank branch with the following documents for
application and release of his/her ATM card:
a. Duly authenticated copy of the BFP Retiree’s ID;
b. Duly authenticated copy of another valid ID (e.g., driver’s license,

passport, PRC/COMELEC/SSS ID, etc.); and
d. Two (2) latest 2x2 pictures.
For verification purposes, he/she must carry the originals of

the IDs listed above.
4.6 All pensioners must personally fill-up the ATM Application Form
and claim their ATM card in LBP branch nearest them. However,
for pensioners/beneficiaries who are physically incapacitated, the
Admin Officer shall submit their names to concerned LBP branch
for scheduling of home visitation for the purpose of filling-up of the
specimen signature cards and other related documents in the opening
of ATM accounts. A Special Power of Attorney (SPA) shall be
executed by the pensioner/beneficiary in the form hereto attached (pls.
see Annex “C”). The Admin Officer shall provide assistance to LBP
in this undertaking.
4.7 All pensioners living in the Philippines shall be given two (2) months
upon effectivity of this Circular to comply with this directive. In case
of pensioners living abroad, they shall be given six (6) months to
comply. Failure to comply shall mean temporary suspension of their
pension benefits pending compliance thereof.
4.8 Upon receipt of the ATM card, the pensioner shall provide the Admin
Officer a photocopy of the ATM card for record purposes.
4.9 All applications processed in the regions shall be reported to the

Directorate for Personnel,k BFP-NHQ.
5.0 REPEALING CLAUSE
All previous issuances inconsistent with this Memorandum Circular

are hereby repealed and/or modified accordingly.
252
6.0 EFFECTIVITY
Done this ____ day of ______ 2013 at Quezon City, Philippines.
RUBEN BEARIS JR, MPA

CSUPT (DSC) BFP
Officer-in-Charge, BFP
253
Annex “A”
FORMAT OF THE WAIVER OF RIGHTS
(REPUBLIC OF THE PHILIPPINES)

City?Municipality of ______________)
WAIVER OF RIGHTS
I, _____________________, the undersigned, a BFP retiree/pensioner, of

legal age and residing at _______________________________________, have
affixed my signature to waive my rights on all existing rules and regulations
as a depositor of Land Bank of the Philippines (Landbank) ________________
Branch located at ________________, ________________.
Authority is likewise given to the Chief, Bureau of Fire Protection (BFP)

or his duly authorized representative as a third party to mediate, make any or
all adjustment, corrections or stoppage of payment on my account, as well as to
make any inquiry/probe on the status of my account with you.
The undersigned further holds Landbank free and harmless from any
liability an/or damage arising out of notice, advice or instruction from the Chef,
BFP or his duly authorized representative in connection with BFP pebsion ATM
savings account, including instruction to hold and/or suspend and withdraw
therefrom or reverse any credit entry and waive any rights or benefit accorded
by the RA 1405 or any similar law, rule or regulation in relation to said notice,
advice or instructions.
_______________________________________
Affiant’s Signature over Printed Name)
________________________ __________________________
(Witness) (Witness)
SUBSCRIBED AND SWORN to before me this _____ 2012 showing the

AFFIANT before the undersigned his Community Tax Certificate No. _____
issued at _____ onb _____ 2012.
NOTARY PUBLIC
Doc. No. : __________
Page No. : __________
Book No. : __________
Series No. : __________
254
Annex “B”
FORMAT OF THE LOI TO LANDBANK

Agham Road, Brgy. Bagong Pag-asa, Diliman, Quezon City
CONTROL NO. _____________

______________
Date
__________________________
Branch Manager
Land Bank of the Philippines - _____________ Branch
____________________________
____________________________
Dear Sir/Madam:
Please be informed that _____________ is a retiree/beneficiary of the Bureau

of Fire Protection (BFP), and is assigned at _____________.
I view thereof, the undersigned respectully requests to accommodate the

subject BFP retiree/beneficiary to open an ATM pension account with your
branch. Attached herewith are the following documents for your reference, to
with:
a. Photocopy of valid BFP Retiree’s I.D.
b. Photocopy of another valid ID e.g., driver’s license, passport, PRC/
COMELEC/SSS ID, etc.); and
c. Two (2) 2x2 pictures of the subject retiree/beneficiary.
[NOTE: ORIGINAL COPIES MUST BE PRESENTED TO

LANDBANK]
Anaticipating your favorable action on the matter.
Truly yours,
[ORIGINAL SIGNED]

RUBEN F BEARIS JR, MPA
CSUPT (DSC) BFP
Officer-in-Charge, BFP
255
Annex “C”
SPECIAL POWER OF ATTORNEY
KNOW ALL MEN BY THESE PRESENTS:
I, (Name of Account Holder), of legal age, single/married, _____ citizen

and resident of ______________, do hereby name, constitute and appoint
(Name of Attorney-In-Fact), to be my true and lawful attorney, for me and in
my name, place and stead, to do and perform, the following acts and things, to
wit:
1. To claim and receive from the Land Bank of the Philippines (LBP) my
ATM Card;
2, To authorize and cause LBP to send directly the PIN Mailer of the said
ATM VCard to this address ___________ through registered mail;
3. To authorize LBP to charge/debit from my account the corresponding
cost of the delivery of the said PIN Mailer at the above specified
address;
4. To apply for a replacement and release of my ATM Card in the event
my unclaimed ATM Card has been perforated; and
5. To sign, execute and deliver any document or instrument and to
perform such other acts and deeds necessary to carry out the foregoing
authority or power herein conferred.
HEREBY GIVING AND GRANTING unto said Attorney-In-Fact full

power and authority to do and perform any and every act and thing whatsoever
requisite, necessary or proper to be done in and about the premises as fully to
all intents and purposes as I might or could do if personally present and acting
in person; and purposes as I might or could do if personally present and acting
in person; and
HEREBY RATIFYING AND CONFIRMING all that myt said Attorny-

in-Fact shall lawfully do or cause to be dobne under and by virtue of these
presents, subject to the following:
• This Special Power of Attorney is valid and effective for a period of

only one (1) month from the date of execution;
• I further agree to visit LBP Branch __________ and personally apply

for a replacement card within the period of one (10 year from date of
execution of this Special Power of Attorney; and
256
• In releasing my ATM Card to my Attorney-in-Fact, I hold the LBP and
any of its officers and employee free and harmless from any claim or
liability for any harm that may arise as a consequence thereof.
IN WITNESS WHEREOF, I have hereunto set my hand at __________, on

this _____ day of _______________, 20_____.
______________________________
Signature of Account Holder
SIGNED IN THE PRESENCE OF:
______________________________ ______________________________
Signature over printed name Signature over printed name
ACKNOWLEDGMENT
__________________________ )
__________________________ )
At the above-stated locality, on this _____ day of __________, 20_____

before me personally appeared:
Name Community Tax Date/

Certificate No. Place Issued
__________________________ ________________ _______________
Known to me and to me known to be the same person who signed the

foregoing insttrument and acknowledged to me that the same is of his/her free,
voluntary act and deed.
This instrument consists of TWO (2) pages including this page whereon the
Acknowledgment is writtten and signed by the parties and witnesses on each
and every page hereof.
IN WITNESS WHEREOF, I have hereunto set my hand seal on the date

and place first above written.
N O T A R Y
PUBLIC
Doc. No. : __________
Page No. : __________
Book No. : __________
Series of : __________
257
ANNEX “D”
FLOWCHART OF APPLICATION
FOR ATM PENSION PAYMENT SCHEME
START PROCESS
Briefing of Pensioners
Filling-up of Waiver of
Rights and Issuance of
Letter of Intent (LOI)
Application for ATM in LBP
Release of ATM Card
Submission of Report to
the Directorate for
Personnel, BFP-NHQ
END PROCESS
258
Office of the Chief, BFP
Agham Road, Brgy. Bagong Pag-asa,
Diliman, Quezon ctiy
03 AUGUST 2015
Date
MEMORANDUM CIRCULAR
NUMBER 2015—005
SUBJECT: POLICY/GUIDELINES ON THE PROCESSING OF

RETIREMENT BENEFITS OF BUREAU OF FIRE
PROTECTION (BFP) OFFICER/PERSONNEL/NUP
WITH PENDING CRIMINAL/ADMINISTRATIVE CASES
I. REFERENCES
1. Republic Act No. 6975 or DILG Act of 1990 and its Implementing
Rules and Regulations (IRR);
2. Revised Rules on Administrative Cases in the Civil Service;
3. Republic Act No. 10154 otherwise known as An Act Requiring All

Concerned Government Agencies to Ensure The Early Release of The
Retirement Pay, Pensions, Gratuities and Other Benefits of Retiring
Government Employees and its Implementing Rules and Regulations;
4. Republic Act No. 3019 or The Anti-Graft and Corrupt Practices Act;
5. Executive Order 292 or the Administrative Code of 1987;
6. Presidential Decree No. 1445 or the Government Auditing Code of the

Philippines;
7. BFP Board of Officers Resolution No. 2001 — 01 A Resolution

Establishing a Retirement and Separation Benefit System for the
Uniformed Personnel of the Bureau of Fire Protection;
8. Memorandum Circular No. 10 Series of 1995 of the Office of the

Ombudsman;
259
9. COA Circular 2009-006 dated September 15, 2009;
10. COA Circular 20012-003 dated October 29, 2012;
11. Civil Service Commission Resolution No. 1300237 dated 30 January

2013; and
12. Civil Service Commission Resolution No. 1302242 dated 01 October

2013.
II. PURPOSE
To prescribe a uniform set of specific policies and guidelines for

the expeditious release of retirement claims and terminal leave benefit
claims of those uniformed BFP Officers, Non-officer rank (NOR) and
Non-Uniformed (NUP) personnel who have outstanding criminal and/
or administrative cases in the Office of the Ombudsman, Civil Service
Commission, Bureau of Fire Protection, Courts and other quasi-judicial
entities.
This shall also. apply to those with pending Notice of Suspension,

Disallowance/Charge with the Commission on Audit (COA).
III. SCOPE
The provisions enumerated herein shall be applicable only to

those uniformed BFP officers and personnel who upon their retirement
have pending criminaI and/or administrative cases in the Office of the
Ombudsman, Civil Service Commission, Bureau of Fire Protection, Courts
and other quasi-judicial entities, subject lo the provision of Rule III,
Section 6 of CSC Resolution No. 1300237 dated 30 January 2013, relative
to pending administrative case in the BFP. Terminal Lea\le Benefit Claims
of Non-Uniformed Personnel shall likewise be governed by the pro\visions
of this policy.
Bribery — a BFP officer or personnel who received either personally or

through another, gifts or presents or accepted offers or promises for the
purpose of executing a crime and that the act constituting the crime relates
to the exercise of the office which the BFP officer or NOR personnel discharges.
Notice of Suspension/Disallowance/Charge — Notices issued by the

Commission on Audit pursuant to COA Circular 2009-006.
260
Pecuniary Liability — a monetary obligation to compensate any lost,
damaged, or destroyed property resulting from fault or neglect, or from
improper application of funds that results from the one’s failure to properly
discharge assigned responsibilities. Likewise, retirement benefits of the
retiring employee, wherein his pending case do not constitute as pecuniary
liability per se, may be withheld but only as a possible source of money
to comply with the decision where the possible penalty to be imposed is
dismissal from the service.
Pending Case — a case, whether criminal or administrative, filed and

heard in the Office of the Ombudsman, Civil Service Commission, Bureau
of Fire Protection, Courts and other quasi-judicial bodies that are not yet
decided or awaiting final decision or if decision is already rendered but
such decision is on appeal.
Posting of Surety Bond — a necessary safeguard to be made by a retiree

to a Surety Bond Company equivalent to his retirement benefits in order
to ensure restitution in the event he/she is found guilty of his/her pending
case/s.
Retiree — a BFP Officer or personnel who avails of the optional retirement

having completed at least twenty (20) years in the uniformed service and
those who reached the mandatory age of 56 years, with at least 20 years
in the uniformed service for officers and personnel appointed upon the
effectivity of DILG Law.
Retirement Benefits — a monetary gratuity given to the retiree upon

optional or compulsory retirement to be given on a monthly basis or in
lump sum at the option of the retiree. lt is also called pension.
Surety Bond Company — Guarantor. Any individual, partnership or

corporation who answers for the debt, default or obligation of the principal.
V. CLASSIFICATION OF PROSPECTIVE RETIREES WITH

PENDING CRIMINAL AND/OR ADMINISTRATIVE CASES
A. With Pending Criminal Case not related to Republic Act No. 3019,
Malversation or Bribery under the Revised Penal Code.
B. With Pending Criminal Case Related to Republic Act No. 3019,

Malversation or Bribery.
C. With Pending Criminal Case Not Related to Republic Act No. 3019,
Malversation or Bribery, the penalty imposable if found guilty is
dismissal and has an accessory penalty of forfeiture of benefits or
pecuniary liability on the part of the retiree in favor of the BFP.
261
D. With Pending Administrative Case, the outcome of the case involves
a possible pecuniary liability on the part of the retiree in favour of the
BFP.
E. With Issued Notice of Suspension, Disallowance/Charge by the

Commission on Audit.
VI. CASES PENDING BEFORE THE

If a case is pending before the Bureau of Fire Protection, the office

concerned shall ensure that said case is terminated/resolved within a period
of three (3) months from the effectivity date of retirement of the concerned
employee. After the lapse of such period and the case has not yet been
terminated/resolved, without justifiable reason/s and/or without fault or
delay attributable to the retiring employee, the retirement benefits due
shall be immediately released to him/her.
VII. POLICIES AND PROCEDURES ON RELEASE OF

RETIREMENT BENEFITS OF PROSPECTIVE RETIREES:
A. With Pending Criminal Case not related to Republic Act No. 5019,
Malversation or Bribery under the Revised Penal Code.
All retirement benefits of retirees falling within this classification

shall be processed and released immediately.
B. With Pending Criminal Case Related to Republic Act No. 3019,

Malversation or Bribery.

should not be processed and withheld pending the resolution/decision
of the case, except as provided for in paragraph VIII of this Circular.
C. With Pending Criminal Case Not Related to Republic Act No. 3019,
Malversation or Bribery but has an accessory penalty part of the retiree
in favor of the BFP of forfeiture of benefits or pecuniary liability on
the

D. With Pending Administrative Case, the outcome of which involves a

possible pecuniary liability or forfeiture of benefits on the part of the
retiree.
262
E. With Issued Notice of Suspension, Disallowance/Charge by the

All retirement benefits of retirees with Notice of Suspension and/

or Disallowance/Charge by the Commission on Audit should not be
processed unless a Notice of Settlement of Suspension/DisaIIowance/
Charge is issued by the same Commission.
VIII. Retirees falling on letters B, C and D on the aforementioned

classification may be given retirement benefits subject to necessary
safeguards to ensure restitution in the event the retiree has been found
guilty. This may be done by posting a surety bond or other modes
of ensuring restitution, through the Government Service Insurance
System (GSIS), or a surety bond company accredited by the Insurance
Commission. Provided, that the retiree cannot opt to be paid with
lump sum retirement pension of three (3) years. Provided, further,
that a retiree may receive his/her outright pension on the condition
that he/she posts a surety bond in an amount equivalent to his annual
pension and upon completion of the processing of retirement papers.
Such surety bond shall be renewed yearly and shall serve as condition
precedent to the continued release of monthly pensions.
Consequently, the posting of bond will cease once there is finality of

decision of the pending criminal or administrative case.
In case the decision on the pending criminal or administrative case

falling on letters B, C and D on the stated classification is adverse to
the retiree, his/her pension shall be automatically stopped. The Bureau
of Fire Protection, through the Morale and Benefit Division, shall
collect from the GSIS or the accredited Surety Bond Company the
total obligations of the retiree to the BFP and an Official Receipt shall
be issued. The collected amount shall be deposited to a specific fund
account of the BFP.
Nevertheless, if the decision is in favor of the retiree, his pension will

be released continuously without need for posting of a bond.
Only those surety bond issued by the GSIS or Surety Bond Company
accredited by the Insurance Commission shall be accepted by the
concerned offices relative to the processing and release of benefits of
officers and personnel classified under letters B, C & D.
263
IX. TERMINAL/ACCRUED LEAVE CLAIMS OF RETIREES:
Accumulated vacation and sick leave of a retiree shall be processed

immediately without any limitations or impediments notwithstanding the
fact that the retiree has a pending criminal or administrative case, pursuant
to the provision of Sec. 4 of BFP- RSBS.
However, in cases falling under letter E, Paragraph V of this circular,

all accumulated Leave Credits of retirees shall likewise be withheld until a
Notice of Settlement of Suspension, Disallowance/Charge is issued by the
X. REPEALING CLAUSE
All BFP memoranda and circulars contrary or in direct conflict with

this circular upon its approval are hereby repealed or modified accordingly.
XI. SEPARABILITY CLAUSE
If any provision of this Circular is declared invalid or unconstitutional

by a competent court, the other provisions hereof which are not affected
thereby shall continue to be in full force and effect.
XII. EFFECTIVITY
This circular shall take effect upon its approval.
ARIEL A BARAYUGA, CEO VI

FIRE DIRECTOR (DSC)
Chief, BFP
264
16 MAY 2016
Date
MEMORANDUM CIRCULAR
NUMBER 2016 – 007
SUBJECT: GUIDELINES GOVERNING THE APPLICATION

FOR OPTIONAL RETIREMENT OF UNIFORMED
PERSONNEL (UP) IN THE BUREAU OF FIRE
PROTECTION (BFP)
1.0 OBJECTIVES
1.1 To establish a system in the filing of application for optional retirement.
1.2 To clarify the specific period of filing the optional retirement and the
subsequent availment of retirement benefits.
1.3 To enlighten the concerned personnel of the consequences for not

observing the prescribed period of application for optional retirement.
2.0 SCOPE
This policy guidelines applies to all Uniformed Personnel of the BFP.
3.0 PROCEDURES
3.1 Application for optional retirement shall be submitted to the

Directorate for Personnel. The Regional Director shall endorse
application of personnel assigned in the regions. Head/Chief of office
or immediate supervisor shall endorse application of personnel.
3.2 While waiting for the issuance of Bureau Order, the Directorate for
Personnel shall endorse the list of those who applied for optional
retirement to the Directorate for Comptrollership requesting for
inclusion in the budget proposal for the succeeding year.
265
3.3 The cut-off date of submission of the list shall be every 1st working
day of March every year starting 2017 and every year thereafter to
ensure inclusion of their retirement benefits payable in the next fiscal
year.
3.4 The Directorate for Personnel shall be responsible in the dissemination

of information regarding the rules and regulations in the application
for optional retirement thru the regional offices.
3.5 The regional offices thru their respective Administrative Officers

shall then be responsible in cascading the information down to the
station levels.
4.0 RULES AND REGULATIONS
4.1 Application for Optional Retirement shall be filed one (1) year prior
the effective date of retirement.
4.1.a To be included in the request for budget allocation for CY 2018,

the request must be submitted to the BFP-NHQ by February 28,
2017. The retirement date shall be March 1, 2017 to February
28, 2018 and the request must not be submitted beyond and
onwards February 28, 2017.
4.1.b Application for optional retirement beyond February 2016 shall

be included in the request for budget for CY 2018, hence, they
shall be paid retirement benefits in 2018.
4.1.c The same rule applies to prospective applications.
5.0 REPEALING CLAUSE
All previous issuances inconsistent with this Memorandum Circular are

hereby repealed and/or modified accordingly.
6.0 EFFECTIVITY
RODRIGO R ABRAZALDO
CSUPT (DSC) BFP
Officer-in-Charge, BFP/
266
22 SEPTEMBER 2017
Date
MEMORANDUM CIRCULAR
NUMBER 2017-007
SUBJECT: REVISED/SIMPLIFIED DOCUMENTARY REQUIRMENTS

FOR THE PROCESSING OF RETIREMENT
GRATUITY, TERMINAL LEAVE, SPECIAL FINANCIAL
ASSISTANCE, TPPD AND DEATH AND SURVIVORSHIP
CLAIMS.
I. REFERENCES
1. Memorandum Circular No. 2008-004 dated 13 March 2008, re:

Requirement Optional/Compulsory Retirement and The Processing of
Retirement Claims and Terminal Leave Pay
2. Memorandum dated 08 May 2013, re: DBM and CSC Guidelies, re:
Documentary Requirements and Procedures in Processing/Payment of
Retirement Benefits of Government Employees
3. Memorandum Circular No. 2015-005 dated 03 August 2015, re: Policy/

Guidelines on the Processing of Retirement Benefits of Bureau of
Fire Protection (BFP) officer/Personnel/NUP with Pending Criminal/
Administrative Cases
4. Memorandum Circular No. 2016-011 dated July 2016, re: Policy/

Guidelines in the Immediate Processing and Release of Special
Financial Assistance (SFA) in Case of Death of BFP Personnel
5. Memorandum Circular No. 2016-017 dated 30 August 2016, on

Supplemental Guidelines on BFP MC 2016-011, re: Immediate
processing and release of Special Financial Assistance (SFA)
6. Revised Documentary Requirements for Common Government

Transactions as prescribed under COA Circular No. 2012-001 dated
June 14, 2012 and the Goverment Audit Manual
267
II. SCOPE:
This Memorandum Circular shall cover all benefits and claims being
processed at the Office of the Retirement Beneits Section, MBD/DP and
covers both the uniformed and non-uniformed personnel of the BFP.
III. OBJECTIVES
1. To guarantee that all documents are complete and in compliance to the

policy emobdies herein prior to processing of specific claim/s.
2. To ensure that no further unnecessary delay will occur upon the

completion of necessary documents to be submitted at the Office of
Retirement Benefits Section (RBS).
3. To ensure that upon the compulsory retirement date of the personnel,

his/her retirement gratuity will be released.
IV. POLICY:
1. The following documents shall be submitted prior to processing for

specific claims:
A) RETIREMENT GRATUITY - 3 YEARS LUMPSUM AND

OUTRIGHT PENSION (1 SET)
a. Endorsement from Region (signed by the Regional Director or

his/her authorized representatibe)
b. ATM Account Information with signature over printed name
of the claimant
c. Latest Personal Data Sheet (PDS) with latest picture
d. Retirement of Bureau Order
- (Bureau Order for Outright Pension, if applicable)
e. Service Record (Region and NHQ*)-Original Copy
f. Original Appointment and Latest Appointment

g. Certificate of Non-Pending case (Region and NHQ*)
h. Ombudsman Clearance-Original Copy
i. Declaration of Pendency/Non-Pendency of Case from Civil
Service Commission-Original Copy
B) TERMINAL/COMMUTATION OF LEAVE CLAIM (1 SET)
a. Endorsement from region (signed by the Regional Director or his/

her authorized representative)
268
b. ATM Account Information with signature ober printed name of
the claimant
c. Latest Personal data Sheet (PDS) with latest picture
d. Retirement/Resignation/Dropped from the Rolls/AWOL/
Dismissal from the Service Bureau Order
e. Service Record (Region and NHQ*)
g. Itemized Leave Record with inclusive dates duly signed by the
authorized signatories
- Application for Leave signed by the applicant and approved
by the Regional Director
- Certificate of Monetization from Regional Office
h. Money Property Accountability Clearanve with Certificate of
Badge Returned and Affidavit of Undertaking with SAO Form
(Regional/NHQ*)
i. Statement of Assets, Liabilities and Net Worth (SALN) as of last
day of service
j. Certificate of Deletion (NHQ*)
- Certificate of Last Payment (Region)
- Pay Slip (Previous and Latest)
k. Certificate of Cancellation - if any (NHQ*)
l. Original Copy of Certifiate of Loan Balance/s from AFPSLAI,
AMWSLAI, AFPMBAI, BFPMPC, BFPMBAI, FSMBAI,
GCSMPC and PSSLAI (if member only)
Note: If claimant was Dropped from the Rolls due to Resignation,

attach Certificate of No Outstanding Service Obligation
(NOSO) signed by Regional Director or Regional Chief
Administrative Officer under Tab “M”.
C) TOTAL PERMANENT PHYSICAL DISABILITY (TPPD) CLAIMS
C.1
Confirmation of Regional Claims Adjudication Committee
(RCAC) Resolution (1 set)

his/her authorized representative)
b. Regional Claims Adjudication Commitee (RCAC) Resolution
c. Latest Personal data Sheet of BFP Personnel with latest picture
d. Letter of Application of Claimant
e. Investigation Report concurred by the Regional Director
f. Service Record (Region and NHQ*)
g. Medical Certificate from Medical Officer that the BFP
Personnel is unfit to further perform the duties of his/her
office
h. Clinical Abstract
269
i. Original Appointment
j. Latest Appointment with Permanent Status
k. Certificate of Duty Status signed by the Chief, Admin and
Certified by the City or Muicipal Fire Marshal
l. Certificate of Non-Pending Case (Regional and NHQ*)-
Original Copy
C.2) Special Financial Assistance (1 set)

of the claimant
c. Retirement Bureau Order/Separation Bureau Order (NHQ*)
d. Regional Claims Adjudication Committee Resolution and
Clams Adjucation Board Resolution
e. Investigation Report concurred by the Regional Diretor
f. Service Record (Region and NHQ*)
g. Original Appointment and Latest Appointment
h. Latest Pay Slip
i. Certificate of Last Payment (Region)
C.3) Retirement/Separation Gratuity (1 set)

of the claimant
c. Latest Personal data Sheet (PDS) with latest pictute
d. Retirement/Separation Order (NHQ*)
e. Regional Claims Adjudiation ommittee Resolution/Claims
Adjudication Board Resolution
f. Investigation Report concurred by the Regioinal Director
g. Service Record (Region and NHQ*)
h. Original Appointment and Latest Appointment
i. Certificate of Non-Pending Case (Region and NHQ*)-Original
Copy
j. Ombudsman Clearance-Original Copy
k. Declaration of Pendency/Non-Pendency of Case from Civil
Service Commission (Original Copy)
C.4) Total Permanent Physical Disability Benefits Claims (2 sets)
a. Endorsement from region (signed by the Regional Director or

b. Retirement Bureau Order/Separation Bureau Order (NHQ*)
270
c. Regional Claims Adjudication Committee Resolution and
Claims Adjudication Board Resolution
d. Investigation Report concurred by the Regional Director
e. Service Record (Regional and NHQ*)
C.5) Terminal/Commutation of Leave Claim (1 set)
a. Endorsement from Region (signed by the Regional Director of

of the claimant
c. Latest Personal Data Sheet (PDS) wiht latest picture
d. Retirement Bureau Order/Separation Bureau Order (NHQ*)
e. Regional Claims Adjudication Committee Resolution/Claims
f. Investigation Report concurred by the Regional Director
g. Itemized Leave Record with inclusive dates and duly signed
by the authorized signatories
- Application for Leave signed by the applicant and
approved by the Regional Director
h. Service Record (Region and NHQ*)
i. Original Appointment and Latest Appointment
j. Money Property Accountability Clearance with Certificate of
Badge Returned and Affidavit of Undertaking with SOA Form
(Region/NHQ*)
k. Statement of Assets, Liabilities and Net Worth (SALN) as of
last day of service
l. Certificate of Deletion (NHQ*)
- Latest Pay Slip
m. Certificate of Cancellation - if any (NHQ*)
n. Original Copy of Certificate of Loan Balance/s from
AFPSLAI, AMWSLAI, AFPMBAI, BFPMPC, BFPMBAI,
FSMBAI, GCSMPC and PSSLAI (if member only)
D) DEATH AND SURVIVORSHIP CLAIMS
D.1) Special Financial Assitance (1 set)

b. Death Certificate or Spot Investigation Report
c. Marriage Contract duly certified by Philippine Statistics
Authority (PSA) - if married
271
Marriage Contract of Parents duly certified by PSA - if single
d. Service Record (Region and NHQ*)
e. Latest Pay Slip
D.2) Confirmation of Regional Claims Adjudication Committee

Resolution (1 set)
a. Endorsement from Region (signed by the Regional Director

or his/her authorized representative) to include dependents/
survivors
b. Regional Claims Adjudication Committee Resolution
c. Personal Data Sheet of BFP Personnel (latest/updated with
picture)
d. Death Certificate duly certified by LCR or PSA
e. Investigation Report concurred by Regional Director
f. Certificate of Legal Beneficiaries confirmed by the Chief
Records Secion, BFP-NHQ
- Marriage Contract duly certified by PSA - if married
Marriage Contract of Parents duly certified by PSA - if
single
- Birth Certificate of Child(ren) duly certified by PSA
g. Service Record (Region and NHQ*)
h. Original Appointment and Latest Appointment
D.3) Death and Survivorship Benefits Claims (3 sets)

his/her authorized representatie)
b. Regional Claims Adjudication Committee Resolution/Claims
c. Laatest Personal Data Sheet (PDS) with latest picture
d. ID of the spouse (photocopy), if married
ID of parents (photocopy), if single
e. Death Certificate duly certified by LCR or PSA
f. Investigation Report concurred by the Regional Director
g. Certifiate of Legal Dependent(s) confirmed by the Chief
Records Section, BFP-NHQ
h. Service Record (Region and NHQ*)
i. Original Appointment and Latest Appointment
D.4) Terminal/Commutation of Leave Claim (1 set)

b. ATM Acount Information with signature over printed name of
the claimant
272
c. Latest Personal Data Sheet with latest pictrure
d. Regional Claims Adjudication Committee Resolution and
Claims Adjudication Board Resolution
e. Investigation Report concurred by the Regional Director
f. Death Certificate (PSA copy)
g. Certificate of Legal Beneficiary/ies confirmed by the Chief
Records Section, BFP-NHQ
h. Itemized Leave Record with inclusive dates and duly signed
by the authorized officer
- Application for Leae signed by any of the beneficiary and
approved by the Regional Director
i. Service Record (Region and NHQ)
j. Original Appointment and Latest Appointment
k. Money Property Accountability Clearance with Certificate of
Badge Returned and Affidavit of Undertaking with SAO Form
(Region/NHQ*)
l. Statement of Assets, Liabilities and Net Worth (SALN) as of
last day of service
m. Certificate of Deletion (NHQ*)
- Latest Pay Slip
n. Certificate of Cancellation - if any (NHQ*)
Note: Requirements with * will be provided by the Office of the

Retirement Benefits Section, BFP-NHQ
2. Each claim folders must contain two (2) copies of each document with
Table of Contents and with tabbing.

3. Photocopies document/s should be clear and duly authenticated by the
Administrative Officer or any authorized officer where the document
originated.

4. Retiring personnel with pending criminal/administative case/s shall be
covered by the provision on Memorandum Circular No. 2015-005 dated 03
August 2015.
5. In case of compulsory retirement, the requirements enumerated under (A)

Retirement Gratutiy; and (B) Terminal/Commutation of Leave Claims shall
be completed and submitted within the period of four (4) months prior to
the effectivity of his retirement in order to expedite the processing of the
said documents to ensure that the benefits therein shall be obtained by the
retiring BFP Personnel on his Fifty Sixth (56th) birthday.
273
V. REPEALING CLAUSE:
All existing policies/circulars/issuances inconsistent wih this

Memoranum Circular are hereby rescinded and amended accordingly.
VI. EFFECTIVITY:
This Memorandum Circular takes effect upon approval.
LEONARD R BAÑAGO
FIRE DIRECTOR (DSC)
Chief, BFP
274
10 SEPTEMBER 2019
Date
MEMORANDUM CIRCULAR
NUMBER 2019 - 018
SUBJECT: AMENDMENT OF ITEM 4.2 (a) OF BFP

MEMORANDUM CIRCULAR NO. 2012-016,
RE: DATE OF RELEASE OF PENSION OF BFP
RETIREES AND BENEFICIARIES
1. REFERENCE
Memorandum Circular No. 2012-016 dated 07 December 2012, re: Policy

Guidelines on the Application for ATM Pension Scheme of BFP Retirees and
Beneficiaries.
2. AMENDMENT OF ITEM 4.0 (4.2) (a)

OF MEMORANDUM CIRCULAR NO. 2012-016
The provision of item 4.2 (a) of BFP Memorandum Circular No. 2012-016
dated 07 December 2012 is hereby amended as follows;
4.2. The Admin Officer must brief the pensioners of the following, to wit:
a. The pension will be available for withdrawal not earlier than

twentieth (20th) but no later than the thirtieth (30th) day of the
month;
b. xxx
c. xxx
d. xxx
275
3. SEPARABILITY CLAUSE
If any provision of this Circular is declared invalid and unconstitutional by

a complement court, the other provisions thereof which are not affected thereby
shall continue to be in full force and effect.
4. EFFECTIVITY
This Memorandum Circular shall take effect immediately upon signing/

approval.
Done this 10 SEPT 2019 at Quezon City, Philippines

FIRE DIRECTOR (DSC)
Chief, BFP
276
Part VII
PERFORMANCE
MANAGEMENT
277
07 DECEMBER 2017
Date
MEMORANDUM CIRCULAR
NUMBER __2017 - 010____
SUBJECT: Guidelines for Determining the Average Performance Rating

of Personnel Who Have Been Reassigned within One (1)
Performance Period

1.0 PURPOSE
This Memorandum Circular sets the guidelines in treating personnel with

more than on (1) performance rating within the same performance period, as a
result of having been reassigned from one office or unit to another, or charge in
designation. The circular aims to:
1.1. Show how to derive the average performance rating of personnel with
more than one (1) performance rating because of reassignment or change
in designation within the same performance period; and
1.2. Lay down the Condition for applying these guidelines.
2.0 COVERAGE AND APPLICATION
2.1. This circular covers all the offices and units of the Bureau of Fire Protection.
2.2. It concerns mainly BFP personnel who have been reassigned or those whose
designations have been changed. Excluding additional or concurrent
designations, within the same performance period, resulting to having
more
2.3. The implementation of this circular shall be in close coordination among
the following:
278
2.3.1. All BFP Performance Management Teams
2.3.2. Performance Appraisal Section and its counterparts at

different BFP levels
2.3.3. Plans and Programs Division and its counterparts at

2.3.4. Promotion Section and its counterparts at

2.3.5. Placement Section and its counterparts at

2.3.6. Personnel Accounting Section and its counterparts at

2.3.7. Placement and Selection Boards (National

and Regional Levels)
Change of Designation – change in job position or work assignment, covered

by an appropriate order, within the same office or unit or from one
unit to another (see Reassignment or Transfer). For purposes of
this circular, this excludes additional or concurrent designations.
Designation – the job position or work assignment, with delineated individual

job functions, responsibilities, and/or deliverables as reflected
in the position description form and covered by a valid order.
This excludes membership or posts in boards, committees and
technical working groups, except those that possess the character
of an office as provide by law, such as but not limited to Bids and
Awards Committee (BAC) Secretariat.
Performance Managers – the heads of offices or units and other personnel in

charge of managing personnel performance.
Performance Period – any of the two (2) six-month performance periods in

one performance year, i.e. January to June or July to December.
Reassignment (also Transfer) – a personnel action pertaining to movement

from one position to another, which is of equivalent rank, level or
salary, covered by an appropriate order, it may be from one unit to
another within the BFP. (See Change of Designation)
279
SPMS – the abbreviation of Strategic Performance Management System, the
results-based performance management tool that has been adopted
by the Civil Service Commission and Bureau of Fire Protection
since year 2012
Total Length of Stay, Service or Performance – combined number of months

of stay in an office or unit, actual service rendered, performance
4.0 GENERAL POLICIES
4.1. The performance of personnel, who have been reassigned or whose

designations have been changed within the same performance period,
regardless of the length of stay or service in said designations or office or
unit assignments, shall be rated, PROVIDED that the total length of stay,
service, or performance in said assignments and designations is NOT less
than ninety (90) days.
In cases where the aforementioned total is less than ninety (90) days,
the weighted average of the obtained performance ratings may still be
computed, only for purposes of having a single performance rating. Under
the civil service rules, the performance rating for a period of less than
ninety (90) days is invalid.
4.2. The weighted average (also weighted mean) formula shall be used in
determining the final average rating of personal with changed designations
or t hose have been reassigned within one (1) performance period. The
weights shall be based on the length of stay, service, or performance (in
terms of month) per designation or assignment. (Refer to illustration 1
under Section 5 hereof
Formula:
Weighted Average PR = (Σ PR n x LS n)/ Total LSP
Where –
PR => Performance Rating
PRn=> Performance Rating for Designation n or Assignment n
LSn=> Length of Stay for Designation in an assignment
or designation
Total LSP => Total Length of Stay, Service or Performance
280
4.3. The following equivalents of fractions of a month shall apply in determining
the length of stay, service , or performance in an assignment or designation
(Length of Stay, for brevity):
3-4 weeks = 1 month

1-2 weeks = .5 month
Less than a week = 0 month
4.4. Where personnel have rendered less than 6 months of actual service or
performance in a performance period because of training, study leave
or circumstances that are neither disciplinary nor prohibited under civil
service rules in connection with performance management, the summation
in the formula shall be divided by the total length of stay, service, or
performance (refer to illustration 3 of Section 5 Hereof).
For personnel with less than 6 months of actual service or performance for
other reason, the sum of products in the formula shall be divided by six (6)
[refers to illustration 3 of Section 5 hereof].
5.0 APPLICATION OF THE WEIGHTED AVERAGE
The performance rating per designation or assignment is multiplied by the

length of stay in each designation or assignment. The product are summed up.
Then, the sum is divided by the total length of stay, service, or performance.
Below are illustrations of how this is applied to possible situations:
Illustration 1 (full performance period):
(A) Multiply
Designation 1: 4.5 (Performance Rating) x 1 (Month/ Length of

Stay or Performance)
Designation 2: 4.0 x 1.5
Assignment 3: 4.8 x 3.5
(B) Add
Designation 1: 4.5
Designation 2: 6.0
Assignment 3: 16.8
27.3
(C) Divide
27 3 / 6 = 4.56
281
Illustration 2 (less than 6 months with invalid reason):
(A) Multiply
Designation 1: 4.5 (Performance Rating) x 1.5 (Months/ Length of

On Training: 0x2
(B) Add
Designation 1: 6.75
Designation 2: 10.0
On Training: 0
16.75
(C) Divide
16.75 / 4 = 4.1875
Illustration 3 (less than 6 month with invalid reason)
(A) Multiply
Designation 1: 4.5 (Performance Rating) x 1.5 (Months/ Length of

AWOL 0 x 3.0
(B) Add
Designation 1: 6.75
Designation 2: 6.0
AWOL 0
12.75
(C) Divide
12.75 / 6 = 2.125
282
6.0 PROCEDURES
6.1. Performance Review and Appraisal
6.1.1. Raters review the accomplishments and rate the performance

of the rates. The rater makes sure that proper annotations
are made on the IPCR forms regarding the rate`s transfer
or change of designation, particular the actual period or
dates covered by the transfer or change in assignment, or
change of designation.
6.1.2. Raters submit their respective summaries of performance

rating to Performance Appraisal Section-Career
Development Division, DP, BFP National Headquarters,
or its counterparts.
6.1.3. The Performance Appraisal Section and its counter parts

record the ratings of the rates with changes in assignment
or designation, as well as the corresponding annotations,
in the REMARK FIELD of the consolidated or regional
report.
6.2. Reporting of Performance Ratings
6.2.1. The regional/district/provincial/station counterparts of the

Performance Appraisal Section prepare their report of
performance ratings that show the ratings of the rates
who have been transferred or with changed designations.
The regional counterparts of the Performance Appraisal
Section submit their consolidated report of performance
ratings to Performance Appraisal Section.
6.2.1. The Performance Appraisal Section prepares two

consolidated reports of performance ratings: a) the
main report that contains the ratings of the rates in every
designation or assignment; and b) the derivative report
that shows the weighted average for performance-based
incentives or promotion and other lawful purposes.
7.0 CHANGE MANAGEMENT
7.1. The Performance Appraisal Section-CDD, DP, BFP National Headquarters

shall act as the focal point for managing the transition to continued
implementation of this policy, which covers the following duties:
283
7.1.1 Lead the communication of this policy and dissemination
of its copies down to the lowest BFP level, including its
posting in BFP websites and/or social media accounts.
7.1.2 Conduct or facilitate the conduct of formal learning and

development opportunities like seminars, workshop or
training for the purposes of this policy
7.1.3 Facilitate reecho of the aforesaid learning and development

interventions, through troop information and education,
mini-coaching sessions and/or other modes deemed
appropriate and feasible at different BFP levels,
7.1.4 Monitor and evaluate the implementation of this circular.
7.2 Other offices and boards mentioned under section 2.3 hereof shall make the
necessary adjustments and other interventions, in close coordination with
Performance Appraisal Section-CDD, DP, BFP National Headquarters,
as well as the BFP NHQ PMT, for the implementation of this policy.
8.0 EFECTIVITY
This memorandum circular takes effect immediately this date.
LEONARD R BAÑAGO
FIRE DIRECTOR (DSC
Chief, BFP
284
11 OCTOBER 201
Date
MEMORANDUM CIRCULAR
NUMBER 2018-010
POLICIES AND GUIDELINES ON THE SUBMISSION OF

PERFORMANCE RATINGS AND FORMS OF ALL BFP PERSONNEL,
WHO ARE ON DETAIL TO EMERGENCY 911, NATIONAL FIRE
TRAINING INSTITUTE (NFTI), PHILIPPINE NATIONAL POLICE
ACADEMY (PNPA), AND DEPARTMENT OF INTERIOR AND LOCAL
GOVERNMENT (DILG)
1.0 PURPOSE
This Memorandum Circular sets the policies and guidelines on the

submission of Individual Performance Commitment and Review (IPCR) ratings
and forms of all BFP personnel, who are on detail to Emergency 911, National
Fire Training Institute (NFTI), Philippine National Police Academy (PNPA),
and Department of Interior and Local Government (DILG).
2.0 COVERAGE AND APPLICATION
2.1. All BFP personnel who are on detail to Emergency 911, National Fire
Training Institute (NFTI), Philippine National Police Academy (PNPA),
and Department of Interior and Local Government (DILG).
2.2. The implementation of this circular shall be in close coordination among

the following:
2.2.1 Administrative offices of Emergency 911, National Fire

Training Institute (NFTI), Philippine National Police
Academy (PNPA), and Department of Interior and Local
Government (DILG); and
285
2.2.2. Planning office of Emergency 911, National Fire Training
Institute (NFTI), Philippine National Police Academy
(PNPA), and Department of Interior and Local
Government (DILG).
For the purpose of this Circular, the following definition of terms are hereby
used:
3.1. Detail- temporary movement of an employee from one department or

agency to another, which does not involve a reduction in rank, status or
salary.
3.2. Individual Performance Commitment and Review (IPCR)- a

management tool accomplished by individual staff in all units of the
organization in every start and end of performance periods, used in
planning and evaluation of target outputs aligned with the BFP’s major
final outputs, goals and objectives.
3.3. Parent Agency- pertains to the Bureau of Fire Protection, which is the
mother unit of all BFP personnel.
3.4. Performance Period/ Semester- pertains to any of the two (2) duration of
performance (January to June; and July to December).
3.5. Prescribed IPCR form- standard IPCR/ SPMS/ Performance Evaluation

form of the receiving agency which is being used/ implemented by their
personnel.
3.6. Rating Period- refers to the time wherein the personnel performance shall
be rated; usually at the end of each performance period/ semester or when
the personnel shall be moved to a new designation/ place of assignment.
3.7. Receiving Agency- department/ agency where BFP personnel is placed

on detail.
3.8. SPMS- the abbreviation of Strategic Performance Management System,
the result-based performance management tool that has been adopted by
the Civil Service Commission and the Bureau of Fire Protection since
year 2012.
4.0 GENERAL POLICIES
4.1. In accordance with the Civil Service Commission (CSC)

Memorandum Circular No. 6, s. 2012 and CSC Resolution Number
1200481 promulgated on 16 March 2012 regarding the Guidelines in
286
Establishment and Implementation of Agency Strategic Performance
Management System (SPMS) and the BFP SPMS, “Employees who are
on detail or secondment to other office shall be rated in their present or
actual office, copy furnished their mother office. The ratings of those who
were detailed or seconded to another office during the rating period shall
be consolidated in the office, either the mother (Plantilla) office or present
office, where the employees have spent majority of their time during the
rating period.”
4.2. The IPCR form/ performance of all BFP personnel, who are on detail
to Emergency 911, National Fire Training Institute (NFTI), Philippine
National Police Academy (PNPA), and Department of Interior and Local
Government (DILG), shall be rated by their receiving agency.
4.3. All BFP personnel, who are on detail to Emergency 911, National Fire
Training Institute (NFTI), Philippine National Police Academy (PNPA),
and Department of Interior and Local Government (DILG) shall use
the prescribed IPCR/ SPMS/ Performance Evaluation form of their
respective receiving agency.
4.4. After the rating period, consolidation of performance ratings and a

copy of their IPCR forms with ratings, authenticated by the receiving
agency, shall be submitted to Personnel Appraisal Section (PApS),
BFP National Headquarters (NHQ).
4.5. The schedule for submission of performance ratings and authenticated

IPCR forms with ratings shall be in coordination with Personnel Appraisal
Section (PApS), BFP-NHQ.
5.0 SANCTIONS
Pursuant to Sec VII para II of BFP-SPMS, “Unless justified and accepted

by the PMT, non-submission of Office Performance Commitment and Review
(OPCR) to the PMT, and the Individual Performance Commitment and Review
(IPCR) forms to the HRM office within specified dates shall be a ground for:
5.1. Employees’ disqualification for performance-based personnel actions

which would require the rating for the given period such as promotion,
training or scholarship grants and performance enhancement bonus/
benefits, if failure of the submission of the performance ratings and report
forms is the fault of the individual employee.
287
5.2. An 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 the performance ratings
and report forms.
5.3. Failure on the part of the Head of Office to comply with the required
notices to their subordinates for their unsatisfactory or poor performance
during a rating period shall be ground for an administrative offense of
neglect of duty.”
6.0 EFFECTIVITY
This Memorandum Circular takes effect immediately this date.
LEONARD R BAÑAGO
FIRE DIRECTOR (DSC)
Chief, BFP
288
Email Address: pas_nhq@yahoo.com
INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

(National Headquarters/ Regional/ Provincial Office)
I, ________________________, commit to deliver and agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period _____________________________.
_____________________________________
Ratee’s Signature
R Date:________________________________
5 - Outstanding Designation: __________________________
A
4 - Very Satisfactory Effective Date of Designation: ___________
T Bureau Order No: ______________________
APPROVED BY: __________________________________ 3 - Satisfactory
Rater’s Signature I
2 - Unsatisfactory
Name:____________________________________________
N
Position:__________________________________________ 1- Poor
Date:_____________________________________________ G
289
OUTPUTs SUCCESS INDICATOR Actual Accomplishments RATING REMARKS
(TARGETS + MEASURES)
(NOTE: Please add rows for success indicators if necessary) Q E T Average
GENERAL ADMINISTRATION
AND SUPERVISION
A.I.a General Management andSupervision
1.
2.
3.
4.
A.II.a Administration of Personnel Benefits
(For Directorate for Comptrollership
Use Only)
1.
2.
3.
4.
TOTAL RATING
FINAL AVERAGE RATING
ADJECTIVAL RATING
(use additional sheet/s, if necessary)
290
Rater’s Comments and Recommendation for Development Purposes or Rewards/Promotion
The above targets has been discussed and agreed by my immediate Supervisor/ Team Leader The above rating has been discussed with me by my immediate Supervisor/ Team Leader
Start of Rating Period: Start of Rating Period: End of Rating Period: End of Rating Period:
Signature: Signature: Signature: Signature:
Name of Ratee: Name of Rater: Name of Ratee: Name of Rater:
Position: Position: Position: Position:
Date: Date: Date: Date:
Assessed by PMT Secretariat: Reviewed by PMT Chairman: Final Rating by Head of Office:
Start of Rating Period: Start of Rating Period: Start of Rating Period: Start of Rating Period:
Signature: Signature: Signature: Signature: Signature:
Name: Name: Name: Name: Name:
Position: Position: Position: Position: Position:
Date: Date: Date: Date: Date:
Email Address: pas_nhq@yahoo.com
INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW (IPCR)

(District/ City/ Municipal Fire Station)
I, ________________________, commit to deliver and agree to be rated on the attainment of the following targets in accordance with the indicated measures for the period _____________________________.
_____________________________________
Ratee’s Signature
Date:____________________
____________ R Designation:
__________________________ 5 - Outstanding Effective
291
Date of Designation: ___________ A
4 - Very Satisfactory
Bureau Order No:
T
______________________ 3 - Satisfactory
APPROVED BY: __________________________________ I
Rater’s Signature 2 - Unsatisfactory
Name:____________________________________________ N
1- Poor
Position:__________________________________________ G
Date:_____________________________________________
OUTPUTs SUCCESS INDICATOR Actual Accomplishments RATING REMARKS
(TARGETS + MEASURES)
(NOTE: Please add rows for success indicators if necessary) Q E T Average
AND SUPERVISION
A.I.a General Management andSupervision
1.
2.
3.
4.
A.II Operations
A.II.a.1 Enforcement of Fire Safety Laws,
Rules, Regulations and other
1.
2.
3.
4.
A.II.a.2 Information, Education, and
Communication (IEC) Activities
1.
2.
3.
4.
A.II.b Fire and Emergency Management
Program
A.II.b.1 Fire Operations Activities
1.
292
2.
3.
4.
A.II.b.2 Fire Investigation Activities
1.
2.
3.
4.
A.II.b.3 Non-Fire Response Activities
1.
2.
3.
4.
TOTAL RATING
FINAL AVERAGE RATING
ADJECTIVAL RATING
(use additional sheet/s, if necessary)
Rater’s Comments and Recommendation for Development Purposes or Rewards/Promotion
The above targets has been discussed and agreed by my immediate Supervisor/ Team Leader The above rating has been discussed with me by my immediate Supervisor/ Team Leader
293
Start of Rating Period: Start of Rating Period: End of Rating Period: End of Rating Period:
Signature: Signature: Signature: Signature:
Name of Ratee: Name of Rater: Name of Ratee: Name of Rater:
Position: Position: Position: Position:
Date: Date: Date: Date:
Assessed by PMT Secretariat: Reviewed by PMT Chairman:
Start of Rating Period: End of Rating Period: Start of Rating Period: End of Rating Period: Final Rating by Head of Office:
Signature: Signature: Signature: Signature: Signature:
Name of Ratee: Name: Name: Name: Name:
Position: Position: Position: Position: Position:
Date: Date: Date: Date: Date:

RATING MATRIX FORM (RMF)
(National Headquarters/ Regional/ Provincial Office)
OUTPUTS QUALITY EFFICIENCY TIMELINESS

AND SUPERVISION
A.I.a General Management and Supervision
1.
2.
3.
4.
A.II.a Administration of Personnel Benefits
294
(For Directorate for Comptrollership Use Only)
1.
2.
3.
4.
Discussed and agreed upon:
________________________________ ________________________________
Ratee’s Signature Rater’s Signature
Name of Ratee: ________________________ Name of Rater: ________________________
Date: ________________________________ Date: ________________________________
Position: ______________________________ Position: ______________________________
RATING MATRIX FORM (RMF)
(District/ City/ Municipal Fire Station)
OUTPUTS QUALITY EFFICIENCY TIMELINESS

GENERAL ADMINISTRATION AND
SUPERVISION
A.I.a General Management and Supervision
1.
2.
3.
4.
A.II Operations
A.II.a Fire Prevention Management Program
295
A.II.a.1 Enforcement of Fire Safety Laws,
Rules, Regulations and other
1.
2.
3.
4.
A.II.a.2 Information, Education, and

Communication (IEC) Activities
1.
2.
3.
4.
A.II.b Fire and Emergency Management Program
A.II.b.1 Fire Operations Activities
1.
2.
3.
4.
A.II.b.2 Fire Investigation Activities
1.
2.
3.
4.
296
A.II.b.3 Non-Fire Response Activities
1.
2.
3.
4.
Discussed and agreed upon:
________________________________ ________________________________
Ratee’s Signature Rater’s Signature
Name of Ratee: ________________________ Name of Rater: ________________________
Date: ________________________________ Date: ________________________________
Position: ______________________________ Position: ______________________________
TEAM DEVELOPMENT PLAN (TDP) FOR CY__________
Name of Division/Unit/Office: __________________________________________
NO. OF YEARS SUPPORT/ RESOURCES

IN THE NO. OF YEARS NEEDED
RANK/NAME POSITION/ DESIGNATION AREAS FOR SUGGESTED TIMELINE
POSITION/ IN BFP (INVOLVEMENT OF OTHER OFFICES)
IMPROVEMENT INTERVENTIONS
DESIGNATION
OFFICE: Target Date Date Completed
OFFICE:
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PRIORITY INTERVENTIONS:
TIMELINE
LEVEL OF PRIORITY AREAS FOR IMPROVEMENT SUGGESTED INTERVENTIONS NO. OF PERSONNEL SUPPORT/ RESOURCES NEEDED
(INVOLVEMENT OF OTHER OFFICES)
Target Date Date Completed
1
2
3
4
5
Prepared by: Assessed by: Approved by:

Division Chief/ Head of Service Unit/ Provincial/District Chief, Admin Director of Directorate/ Provincial/ District Fire Marshal BFP-NHQ PMT/ RPMT Chairperson

Signature: Signature: Signature:
Name: Name: Name:
Designation: Designation: Designation:
Date: Date: Date:
INDIVIDUAL DEVELOPMENT PLAN (IDP) FOR CY__________
Name of IDP Holder: ____________________________
Position/Designation: ___________________________ No. of Years in Position/ Designation: _______
Name of Office: ________________________________ No. of Years in BFP: _______
AREAS FOR IMPROVEMENT SUGGESTED INTERVENTIONS SUPPORT/ RESOURCES NEEDED TIMELINE

(INVOLVEMENT OF OTHER OFFICES)
Target Date Date Completed
1.
298
2.
3.
4.
5.
Submitted by: Reviewed by: Approved by:

IDP Holder Immediate Supervisor Higher Supervisor

Signature: Signature: Signature:
Name: Name: Name:
Designation: Designation: Designation:
Date: Date: Date:
PERFORMANCE MONITORING AND COACHING JOURNAL

PERFORMANCE PERIOD _________________
SESSION NO. DATE/ TIME OUTPUT/s REALITY OPTIONS WRAP-UP
299
Conducted by:

Coachee Coach

Signature: Signature:
Name: Name:
Designation: Designation:
Date: Date:
SUMMARY REPORT OF INDIVIDUAL PERFORMANCE COMMITMENT AND

REVIEW (IPCR) RATINGS FOR THE PERIOD _________
(Name of Directorate/Service Unit)
BUREAU/
DATE EFFECTIVITY REGIONAL/ IPCR FINAL WEIGHTED
DATE OF UNIT ADJECTIVAL
NO RANK LAST NAME FIRST NAME MIDDLE NAME ACCOUNT NUMBER REGION ENTERED DESIGNATION DATE OF OFFICE ORDER AVERAGE AVERAGE REMARKS
BIRTH ASSIGNMENT RATING
SERVICE DESIGNATION NO. OF RATING RATING
DESIGNATION
Name of Office:
1.
2.
3.
Office Average Performance Rating:
300
Name of Office:
1.
2.
3.
Name of Office:
1.
2.
3.
PREPARED BY: VERIFIED BY: CERTIFIED CORRECT BY: APPROVED BY:

(Staff of Directorate/Service Unit) (C, Admin of the Directorate/Service Unit) (Executive Assistant/ Deputy) (Director/C, Service Unit)
SUMMARY REPORT OF INDIVIDUAL PERFORMANCE COMMITMENT AND

REVIEW (IPCR) RATINGS FOR THE PERIOD _______
BFP Region __
BUREAU/
DATE EFFECTIVITY REGIONAL/ IPCR FINAL WEIGHTED
DATE OF UNIT ADJECTIVAL
NO RANK LAST NAME FIRST NAME MIDDLE NAME ACCOUNT NUMBER REGION ENTERED DESIGNATION DATE OF OFFICE ORDER AVERAGE AVERAGE REMARKS
BIRTH ASSIGNMENT RATING
SERVICE DESIGNATION NO. OF RATING RATING
DESIGNATION
1.
2.
301
3.
NOTES:
1.
2.
3.
PREPARED BY: VERIFIED BY: CERTIFIED CORRECT BY: APPROVED BY:

(Staff of Directorate/Service Unit) (C, Admin of the Directorate/Service Unit) (Executive Assistant/ Deputy) (Director/C, Service Unit)
Part VIII
HUMAN RESOURCE
ACTIONS AND
STANDARDS
302
303
304
305
306
307
308
309
310
311
BFP MERIT SELECTION PLAN (BFP MSP)
Pursuant to Civil Service Commission (CSC) Memorandum Circular No.

14, s. 2018 entitled 2017 Omnibus Rules on Appointments and Other Human
Resource Actions (Revised July 2018), the Bureau of Fire Protection (BFP)
adopts this Merit Selection Plan (MSP).
I. GENERAL PRINCIPLES
1. The BFP MSP shall cover positions in the first and second level and
shall also include original appointments and other related human
resource actions.
2. Selection of qualified applicants for appointment in the BFP shall be

guided by the principles of merit and fitness.
3. The BFP in its commitment to providing an environment that

recognizes, respects, values and enables its personnel without bias
or prejudice supports the CSC in its implementation of the Program
to Institutionalize Meritocracy and Excellence in Human Resource
Management (PRIME-HRM), whereby equal employment
opportunities shall be given to all applicants in each position level
regardless of sex, sexual orientation and gender identity, civil status,
disability, religion, ethnicity, or political affiliation, provided that
they meet the minimum qualification requirements of the position to
be filled. However, for positions involving uniformed personnel where
physical fitness is a mandatory requirement, applicants with impaired
abilities which may interfere with the normal performance of the
functions of the position, will not be considered.
4. When a uniformed or non-uniformed position in any level becomes

vacant, BFP personnel who are competent and who possess the
minimum qualification requirements for the position may, upon
application, be considered for appointment.
312
For an entry level uniformed or non-uniformed position, it shall be opened
to all interested parties who meet the minimum qualification requirements
provided they shall undergo the selection process according to the principle
of merit and fitness.
BFP personnel who occupy the next-in-rank or next lower position in the
occupational group to which the vacancy belongs and in other functionally
related occupational groups, who possess the required qualifications must
apply to be considered for appointment.
5. Vacant positions in the BFP, including vacant executive/managerial

positions in the second level that are authorized to be filled, together with
their corresponding qualification standards and plantilla item numbers,
shall be published and posted in three (3) conspicuous places for a period
of at least ten (10) calendar days in accordance with the provisions of
Republic Act No. 7041 (Publication Law) and its implementing guidelines.
The BFP shall submit a list of vacant positions authorized to be filled and
their corresponding qualification standards and plantilla item numbers
using the CS Form No. 9, Revised 2018, in electronic and printed copies to
the Civil Service Commission Field Office (CSCFO) concerned.
The printed copy shall be posted by the CSCFO in its bulletin board. The
electronic copy shall be forwarded to the CSCRO concerned which shall
publish the same in the CSC Bulletin of Vacant Positions in the Government
in the CSC website. In addition, the BFP may publish vacant positions in
the agency website, newspaper and other job search websites.
Any incorrect information in the publication of vacant positions, i.e., item

number, position title or qualification standards shall be a ground for the
disapproval/invalidation of appointments.
All positions occupied by holders of temporary appointments, except

positions under Category II of CSC MC No. 11, s. 1996, as amended, shall
be continuously posted in three (3) conspicuous places in the BFP and
published in the CSC Bulletin of Vacant Positions until filled by permanent
appointees.
The publication of a particular vacant position shall be valid until filled but
not to extend beyond nine (9) months reckoned from the date the vacant
position was published.
Should no appointment be issued within the nine-month period, the BFP

has to cause the re-publication and re-posting of the vacant position.

313
The reckoning date of publication will be the publication/republication
date, regardless of the mode, as certified by the HRMO; Provided, that a
request for publication of vacant position/s has been filed at the CSC FO
on the same day of publication in the agency website or newspaper or other
job search websites.
Anticipated vacancies may be published in case of retirement, resignation,

or transfer. The publication should not be earlier than thirty (30) days prior
to retirement, resignation, or transfer.
6. The following positions are exempt from the publication and posting
requirements:
a. Primarily confidential;
b. Policy- determining;
c. Reappointment (change of status to permanent) of those appointed
on temporary status for Category II positions under CSC MC No.
11, s. 1996, as amended; or
d. Those to be filled by existing regular employees in the BFP in
case of reorganization/rationalization; provided, the approved
staffing pattern is posted in the agency bulletin boards and other
conspicuous places in its central and regional/field offices.
7. All candidates for appointment to first and second level positions shall be
screened by the appropriate BFP Human Resource Merit Promotion and
Selection Boards (HRMPSB). Candidates for appointment to third level
positions shall be screened by the BFP HRMPSB for Third Level Positions
as may be constituted in the BFP. Candidates for the following appointments
shall no longer be subject to the screening of the BFP HRMPSB:
a. substitute appointment due to its short duration and emergency in

nature;
b. Reappointment to change the employment status from temporary
to permanent upon meeting the deficiency or to renew the
appointment of a temporary employee, if upon publication there
are no qualified applicants and his/her performance rating is at least
Very Satisfactory for two (2) rating periods; and
c. Appointment to primarily confidential positions.
8. The BFP HRMPSB shall assist the appointing officer/authority in the

judicious and objective selection of candidates for appointment in the
agency in accordance with the approved BFP MSP.
9. The BFP HRMPSB shall be primarily responsible for the judicious

and objective selection of candidates for appointment in the agency in
314
accordance with the approved BFP MSP and shall submit to the appointing
officer/authority the top five (5) ranking candidates deemed most qualified
for appointment to the vacant position.
10. The appointing officer/authority shall be guided by the report of the

BFP HRMPSB’s assessment of candidates and in the exercise of sound
discretion, select, insofar as practicable, from among the top five (5)
candidates or less, deemed most qualified for appointment to the vacant
position, depending on the number of candidates.
11. The appointing officer/authority may appoint an applicant who is ranked

higher than those next-in-rank to the vacant position based on the assessment
of qualifications/competence evidenced by the comparative ranking.
12. The agency head shall issue an Office Order identifying the principal
members of the HRMPSB and their designated alternates. The CSCRO and
CSCFO should be furnished with a copy of the Office Order.
13. The Chief, BFP shall, as far as practicable, ensure equal opportunity for
men and women to be represented in the BFP HRMPSB for all levels of
positions.
14. The membership of the HRMPSB can be modified, provided it conforms

to the prescribed composition. The BFP may add a reasonable number
of members, but the prescribed composition may not be reduced. The
HRMPSB members must be duly designated and their names posted in the
agency bulletin board. Any change in the composition of the HRMPSB
should be reported to the CSC Regional or Field Office concerned.
15. The HRM Office/Unit shall perform secretariat and technical support
to the HRMPSB for the comparative assessment and final evaluation
of candidates. It shall also evaluate and analyze results of structured
background investigation for second level, supervisory, and executive/
managerial positions.
The HRM Officer, as member of the HRMPSB, shall not act as secretariat
to the HRMPSB.
16. The HRMPSB members including alternate representatives shall undergo

orientation and workshop on the agency selection/promotion process and
CSC policies on appointments.

17. The HRMPSB shall be represented by at least the majority of its members
during the deliberation of candidates for appointment.
315
18. The HRMPSB shall maintain fairness and impartiality in the assessment of
candidates for appointment. Towards this end, the HRMPSB may employ
the assistance of external or independent resource persons and may initiate
innovative schemes in determining the best and most qualified candidate.
The deliberation by the HRMPSB shall not be made earlier than ten (10)
calendar days from the date of publication and posting of vacant positions.
An appointment issued in violation of these rules shall be disapproved/
invalidated.
19. Agencies shall not fill up vacancies resulting from promotion until the
promotional appointments have been approved/validated by the CSC,
except in meritorious cases, as may be authorized by the Commission.
On 25 June 2018, the CSC issued Resolution No. 1800625 granting the
exemption of the BFP from the provision of Section 96 of ORAOHRA for
the promotional appointments of its uniformed personnel.
The BFP shall annotate its promotional appointments to indicate that the
appointee shall be reverted to his/her former rank in case the promotional
appointment of the previous rank holder is disapproved/invalidated.
On the other hand, the appointments to the rank of FO1 shall bear the
notation that the appointment is subject to the CSC attestation of the
promotional appointment of the previous rank holder.
20. An employee should have obtained at least Very Satisfactory performance

rating in the last rating period prior to the assessment or screening for
promotion or transfer.
The performance rating in the last rating period prior to the scholarship
grant, which should be at least Very Satisfactory, shall be used as basis for
promotion of an appointee-scholar.
The performance rating of at least Very Satisfactory in the last rating

period shall not be required for promotion from first to second level entry
NUP positions .
21. Uniformed Personnel who fail to pass or perform the Regular Physical
Fitness Test for two (2) consecutive times preceding the application for
promotion shall not be promoted.
22. Promotion within six (6) months prior to compulsory retirement shall not
be allowed except as otherwise provided by law.
316
23. The pendency of an administrative case against any employee shall not be
a bar to promotion.
24. No appointment in the national government shall be made in favor of a

relative of the appointing or recommending officer/authority, or of the chief
of the bureau or office or of the person exercising immediate supervision
over the appointee.
Unless otherwise provided by law, the word “relative” and the members
of the family referred to are those related within the third degree either of
consanguinity or of affinity.
The nepotism rule covers all kind of appointments whether original,

promotion, transfer, and reemployment regardless of status, including
casual, contractual and coterminous but are not primarily confidential.
This rule shall also apply to designation.
25. Non-uniformed personnel may be promoted to a position which is not

more than three (3) salary, pay or job grades higher than the employee’s
present position. All appointments issued in violation of this policy shall
be disapproved/invalidated except when the promotion appointment falls
within the purview of any of the following exceptions:
a. The position occupied by the person is next-in-rank to the vacant

position as identified in the Merit Selection Plan and the System of
Ranking Positions (SRP) of the BFP;
b. The vacant position is a lone or entrance position, as indicated in the
BFP staffing pattern;
c. The vacant position is hard to fill, such as Accountant, Medical Officer/
Specialist, Attorney, or Information Technology Officer/Computer
Programmer positions;
d. The vacant position is unique and/or highly specialized, such as
Actuarial. Airways Communicator positions; and
e. The candidates passed through a deep selection process, taking into
consideration the candidates’ superior qualifications in regard to:
• Educational achievements
• Highly specialized trainings
• Relevant work experience
• Consistent high performance rating/ranking
f. Other meritorious cases, such as:
• when the appointee is the lone applicant who meets

all the requirements of the position and passed through
317
deep selection process
• when the qualified next-in-rank employees waived
their right over the vacant position in writing
• when the next-in-rank position, as identified
in the agency SRP is vacant
• when the next-in-rank employee/s is/are not qualified
• when the next-in-rank employees did not apply
26. The three-salary grade limitation shall apply only to promotion within the
agency. This prohibition shall not apply to the following human resource
actions which involve issuance of appointment:
1. Transfer incidental to promotion provided that the appointee was

subjected to deep selection
2. Reappointment involving promotion from non-career to career
provided the appointee was subjected to deep selection
3. Reappointment from career to non-career position
4. Reemployment
5. Reclassification of position
27. In the selection process, the Agency Head is enjoined to strictly observe
the above-conditions to avoid disapproval or invalidation of promotional
appointments.
28. To facilitate the review and evaluation of appointments, the BFP is

required to submit the SRP to CSC Regional or Field Offices. The agency
SRP shall be used as one of the bases for determining whether agencies
observe the policy on the three-salary grade limitation on promotion as
herein provided.
29. An appointment issued in accordance with pertinent laws and rules shall
take effect immediately on the date it was signed by the appointing officer/
authority. The date of signing shall be indicated below the signature of the
appointing officer/authority in the appointment form.
30. The date of appointment shall not fall on a Saturday, Sunday or holiday,
except in cases where the date of issuance is specifically provided in a
Special Law such as in the appointment of personal and confidential staff
of Constitutional officials and elective officials and where the service
should not constitute a gap such as in transfer and reappointment.
31. The appointment of officials or employees who are on official leave of

absence, training or scholarship grant, shall be effective upon assumption
or upon return from official leave of absence, scholarship or training.
318
32. A notice announcing the appointment of personnel shall be posted in three
(3) conspicuous places in the BFP for at least fifteen (15) calendar days
after the issuance of the appointment.
33. An appointment shall be submitted to the Commission within thirty (30)

calendar days from the date of issuance. In case of appointments issued
by accredited/deregulated agencies, the Report on Appointments (RAI)
together with the original CSC copy of appointments issued during the
month and the required attachments shall be submitted on or before the
30th day of succeeding month.
34. The delay in the submission of appointment or RAI to the CSCFO or

CSSRO shall not be taken against the appointee. The effective date of
appointment shall not be adjusted based on the delay, thus the original date
of appointment shall be retained. However, the responsible official/s who
caused the delay in the submission or non-submission of the appointment
may be held administratively liable for neglect of duty.
35. The appointee, whose appointment was submitted to the Commission

beyond the prescribed 30-day period shall be entitled to the payment
of salary from the government immediately following the effectivity of
the appointment and assumption to duty. The services rendered by the
appointee shall be credited as government service.
36. A temporary appointment may only be issued in the absence of an applicant

who meets all the qualification requirements of the position as certified
by the appointing authority/officer. The appointment shall not exceed
twelve months, reckoned form the date it was issued but the appointee
may be replaced sooner if a qualified eligible who is willing to accept
the appointment becomes actually available. In the case of temporary
appointment, the twelve-month period of its effectivity shall be reckoned
from the date of the issuance of the appointment and not from the date the
appointee assumed the duties of the position.
37. The services rendered by any person who was required to assume duties and
responsibilities of any position without an appointment having been issued
by the appointing officer/authority shall not be credited nor recognized by
the Commission and the payment of salaries and other benefits shall be the
personal liability of the person who made him/her assume office.
38. Original appointees in the career service with permanent status of

appointment, shall undergo probationary period for a thorough assessment
of his/her performance and character. The duration of probationary period
is generally six (6) months or depending on the duration of the probationary
period as required by the position.
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The probationary period shall cover the following employees:
a. Those who are issued original appointments under permanent status in

the career service and who meet all the requirements of the positions;
b. Non-career service employees who are reappointed/reemployed to a
career position under permanent status;
c. Temporary appointees who after meeting the eligibility requirements
for a permanent appointment in the career service are reappointed
(change of status to permanent);
d. Those who are reemployed under permanent status;
e. Appointees to Category III positions as provided in CSC MC No. 11, s.
1996, as amended shall be under probation for a period of one (1) year;
and
f. Appointees whose positions require probationary period as may be
provided by law.
A notation that the appointee is under probation for a specified period shall
be indicated in the appointment issued.
39. To facilitate the review and monitoring of employee performance, the

performance targets and work output standards of a probationer shall be set,
agreed upon and duly signed by the probationer, the immediate supervisor
(rater), and the head of agency within five (5) days upon appointee’s
assumption to duty.
40. The services of an appointee can be terminated for unsatisfactory conduct

or want of capacity before the end of the second performance review on the
sixth (6th) month or depending on the duration of the probationary period
as required by the position.
41. Appointees to career service position must meet the education, training,
experience, eligibility, and competency requirements prescribed in the
Qualification Standards manual or CSC-approved agency qualification
standards for their positions at the time of the issuance of appointment.
42. Qualification standards for positions, which may include competencies

(knowledge, skills and attitudes), shall be established based on the set
of duties and responsibilities indicated in the Position Description Form
(PDF), which the Department of Budget and Management used in the
classification and salary grade allocation of the position.
43. The qualification standards for division chief and executive/managerial

positions shall primarily take into consideration education, experience,
training, eligibility, and leadership competencies.
320
44. For one to meet the two (2) years studies in college requirement in the
Qualification Standards Manual, one must have earned from a CHED-
recognized institution at least seventy-two (72) units leading to a degree or
has completed a relevant two-year collegiate/technical course.
Certificates issued by the schools deputized by the CHED on having

completed a bachelor’s degree under the Expanded Tertiary Education
Equivalency and Accreditation Program shall be considered valid
documents for meeting the education requirement for positions requiring
completion of a bachelor’s degree.
Certificates issued by the schools deputized by the CHED showing

completion of at least 72 academic units leading to a degree under the
Expanded Tertiary Education Equivalency and Accreditation Program
shall be considered valid documents for meeting the education requirement
for positions requiring completion of two years studies in college.
Certification issued by CHED that a one-year diploma post-graduate course

acquired from foreign or local institutions is equivalent to master’s degree
shall be considered appropriate for meeting the education requirement for
appointment to division chief and executive/managerial position.
Certification issued by CHED that a degree obtained from foreign schools

is equivalent to a bachelor’s or master’s degree shall be considered valid
document for meeting the education requirement for positions requiring
completion of a bachelor’s or master’s degree.
45. To meet the relevant bachelor’s degree requirement in the Qualification

Standards Manual, the appointee must have completed from a CHED-
recognized college or university, a bachelor’s degree whose curriculum
either includes, or is supplemented by, 12 academic units of the subject or
course, which will enable the candidate to successfully perform the duties
and responsibilities of the position to be filled in the Position Description
Form.
46. A graduate of the Master’s degree or Leadership and Management

Certification Program (CPro) from the CSC shall be considered to have
met the master’s degree requirement for purposes of meeting the education
requirement for division chief and executive/managerial positions.
Completion of the degrees of Bachelor of Laws and Doctor of Medicine

from a CHED-recognized institution shall be considered appropriate
education for appointment to division chief and executive/managerial
positions or other positions requiring a master’s degree, the duties of which
do not involve practice of profession covered by bar/board laws.
321
Republic Act No. 1080 eligibles shall be exempt from the master’s degree
requirement for division chief and executive/managerial positions the
duties and responsibilities of which involve practice of profession or
belong to the same occupational group or functionally related positions as
that of the professions regulated by Bar or Board laws.
However, a master’s degree shall be required if the executive/managerial

or division chief position does not involve practice of profession or does
not belong to the same occupational group or functionally related positions
as that of the professions regulated by Bar/Board laws; provided that, this
does not apply to lawyers and doctors.
Career Executive Service (CES) or Career Service Executive (CSE) eligible

shall likewise be considered to have met the master’s degree requirement
for purposes of meeting the education requirement for division chief and
executive/managerial positions.
Those who have been allowed to register and are issued certificate of
registration or valid professional license of a specific board law shall be
considered as having met the educational requirements for appointments
to positions covered by the corresponding board law or other functionally
related positions that do not involve the practice of other professions
covered by bar/board laws.
Those who were allowed to take the Career Service Professional and
Sub Professional examinations on or before November 29, 1992 shall be
considered as having met the education requirement for appointment to
corresponding level of position not covered by bar/board laws.
47. Relevant experience acquired through a Job Order or Contract of Service

covered by a contract or Memorandum of Agreement may be considered
for meeting the experience requirement.
48. Relevant experience acquired through volunteer work, on full time basis,
as certified by the Human Resource Management Officer or authorized
officials, may be considered for meeting the experience requirement.
49. Experience in first level positions may be considered for meeting the
experience requirement of second level positions when acquired in the
same occupational group or functionally related positions.
50. Relevant experience acquired through a designation covered by an Office

or Memorandum Order may be considered for meeting the experience
requirement.
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51. Management training includes courses, workshops, seminars and other
learning and development interventions that develop and/or enhance
knowledge, skills and attitude to enable successful performance of
management functions such as planning, organizing, directing, controlling,
coordinating and overseeing the activities of an organization, a unit thereof
or a group. It is intended to develop/enhance leadership competencies to
prepare managers in managing people and work.
52. First level eligibilities are appropriate for appointment to positions in the
first level. They do not apply to those covered by bar/board/special laws,
and other special eligibilities as may be determined by the Commission or
those that require licenses such as those positions listed under Category IV
of CSC MC No. 11, s. 1996, as amended.
Second level eligibilities are appropriate for appointment to positions in the

second level. They do not apply to those covered by bar/board/special laws,
and other special eligibilities as may be determined by the Commission or
those that require licenses such as those positions listed under Category IV
of CSC MC No. 11, s. 1996, as amended.
Eligibilities resulting from passing the bar/board examinations shall be

required for appointment to positions the duties of which constitute the
practice of profession(s) regulated by the Philippine Bar/board laws.
Eligibilities resulting from passing the bar/board examinations which

require completion of at least a bachelor’s degree shall be considered
appropriate to positions for which the examination were given, and to other
first and second level positions not covered by bar/board/special laws and/
or those that require other special eligibilities as may be determined by the
Commission or those that require licenses such as those positions listed
under Category IV of CSC MC No. 11, s. 1996, as amended.
Eligibilities resulting from passing the board examinations which require

completion of less than a bachelor’s degree shall be considered appropriate
to positions for which the examinations were given, and to other first level
positions not covered by board/special laws and/or those that require other
special eligibilities as may be determined by the Commission or those that
require licenses such as those positions listed under Category IV of CSC
MC No. 11, s. 1996, as amended.
Eligibilities resulting from passing the Unassembled, Testimonial or special

examinations conducted by the CSC or by the departments or agencies with
the assistance or in coordination with the CSC shall only be appropriate
for appointment to the positions for which they were given, to other
functionally related positions, and other positions as may be determined by
the Commission.
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Incumbents of positions who were issued permanent appointments using
eligibilities resulting from these examinations shall retain their permanent
status but may only be promoted to positions to the same occupational
group or functionally related positions for which the examinations were
given or other positions as may be determined by the Commission.
Eligibilities granted after one year of Very Satisfactory actual work

performance under temporary status for positions listed under Category
II of CSC MC No. 11, s. 1996, as amended, shall only be appropriate for
appointment to highly skilled positions within the same occupational group
or functionally related positions.
Eligibilities previously issued under Category I (SCEP) shall continue

to be appropriate for permanent appointment to corresponding positions
re-categorized under Category II and other functionally-related positions
without undergoing one (1) year employment under temporary status,
provided the other requirements are met.
Licenses issued by authorized government agencies shall be required for

appointment to positions listed under Category IV of CSC MS No. 11, s.
1996, as amended.
53. For meritorious promotion, any uniformed personnel of the BFP who has
exhibited acts of conspicuous courage and gallantry at the risk of his/her
life above and beyond the call of duty shall be promoted to the next higher
rank. Such promotion shall also be granted to any BFP uniformed personnel
who has excelled and displayed superior performance of exceptionally
difficult tasks.
Special promotion is elevation to the next higher rank or position due to an

exemplary act recognized by an accredited organization during nationwide
search or selection duly validated by the DILG or CSC.
Spot Promotion also called “on-the-spot promotion” is automatically

given to a BFP uniformed personnel at or near the scene of an incident and
occurrence that endanger his or her life in the performance of duty after
exhibiting acts of conspicuous courage and gallantry. It is conferred by a
high Government official such as the Chief, BFP, DILG Undersecretary
for Public Safety, DILG Secretary or the President of the Republic of the
Philippines.
Posthumous Promotion, any BFP uniformed personnel who die in line

of duty while exhibiting or performing acts of conspicuous courage and
gallantry. It may be granted to any candidate who qualified for Special,
Meritorious or Spot promotion but dies before the same could be granted.
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All modes of special promotion shall be validated by the DILG and the
CSC based on the established criteria as mandated by existing law.

No uniformed personnel shall be promoted more than once for a single act
which was given multiple awards or recognitions.
Unless allowed by the BFP HRMPSB for exceptional reasons, no BFP

uniformed personnel shall avail of two (2) consecutive meritorious/
special promotion within the time specified: twelve (12) months for BFP
Commissioned Officers and six (6) months for BFP Non-Commissioned
Officers.
The meritorious/special promotion shall be subject to available vacant item

positions, without prejudice to the benefits that may be availed of under
existing laws.
54. A Lingkod Bayan or Dangal ng Bayan Awardee, whether Uniformed or

Non-Uniformed Personnel, is entitled to an automatic promotion or salary
increase equivalent to the next higher position pursuant to Executive Order
No. 508, s. 1992, as amended by Executive Order No. 77, dated March 31,
1993.
55. BFP Health Service in the BFP NHQ and Regional Offices shall identify
government hospitals and DOH-accredited private hospitals or diagnostic
service providers within their respective jurisdictions. Regional Directors
shall execute Memorandum of Agreement (MOA) with the government
hospitals and DOH-accredited private hospitals or diagnostic service
providers for the conduct of medical and laboratory examinations of
applicants.
56. Applicants who passed the recruitment and promotion process but not
selected for appointment shall be given priority in the next recruitment and
promotion process without going through with the same process except
when the results of the medical/laboratory, and psychiatric examinations
have expired.
57. Pursuant to Article V, Section 35 of the Republic Act No. 11131 otherwise
known as “An Act regulating the Practice of Criminology Profession in
the Philippines, and Appropriating Funds Therefor, Repealing for the
Purpose Republic Act No. 6506, Otherwise Known as “An Act Creating
the Board of Examiners for Criminologists in the Philippines,” registered
criminologists shall enjoy priority of appointment and shall not be required
to take any qualifying or entrance examinations in the BFP.
58. A BFP member who had been separated for non-disciplinary causes may be
reemployed provided that he/she meets the minimum requirements, except
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for age requirement wherein subject applicant for reemployment must have
a cumulative service with the BFP of not less than ten (10) years of service
computed at compulsory retirement age of fifty-six (56). Priority is given
to those who had completed the mandatory training or its equivalent.
59. Active BFP Uniformed Personnel may be appointed to NUP positions

through transfer while retired uniformed personnel may be appointed
through reemployment, subject to existing Qualification Standards.
Application thru transfer and reemployment shall be treated as new
application and shall undergo the recruitment and selection process.
60. Non-Uniformed Personnel who has reached the compulsory retirement age of
sixty-five (65) years cannot be appointed to any position in the government,
except to a primarily confidential position. The extension of service of Non-
Uniformed Personnel who will reach the compulsory retirement age of sixty-
five (65) may be allowed for a period of six (6) months and in meritorious
circumstances may be extended for another six (6) months. However, for one
who will complete the fifteen (15) years of service required under the GSIS
Law, a maximum period of two (2) years may be allowed. Services rendered
during the period of extension shall be credited as part of government service
for purposes of retirement. The official or employee, may file the request of
extension of service.
II. OBJECTIVES
Through this MSP, the BFP aims to:
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.
2. Provide equal opportunities for employment and career advancement

to all interested in joining the BFP.
III. SCOPE
This MSP shall apply only to 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.

Agency – refers to the Bureau of Fire Protection.
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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.
Commissioned Officer Ranks - refers to the BFP Uniformed Personnel

with the rank of Inspector to Fire Director.
Deep Selection – is a process of selecting a candidate for appointment who

is not next-in-rank but possesses superior qualification and competence.

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.
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.
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.
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.
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.
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.
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
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programs, or experience gained from service-wide positions or exposure in the
field of physical, natural sciences, and other disciplines needed by the BFP.
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.
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.
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.
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 the nearest degree of relationship to a higher position as
contained in the agency’s System of Ranking Positions.
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.
Non-Commissioned Officers – refers to the BFP Uniformed Personnel

with the rank of Fire Officer 1 to Senior Fire Officer 4.
Non Uniformed Personnel (NUP) - refers to any civilian employee of the

BFP.
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.
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).
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.
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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.
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.
Program Distribution List (PDL) - quota allocation generated thru

Distribution Needs Analysis.
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.
Psychosocial Attributes – refer to the characteristics of a person relating

to his/her psychological and social behavior.
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.
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.
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.
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.
Seniority Lineal List – refers to the ordered list of officers and non-
officers according to the following:
For Officer Ranks:

a. date appointed as officer/ date of commissionship
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b. date of last promotion
c. date entered fire service
d. date entered government service
e. date of birth
f. alphabetical order
For Non-Commissioned Officer Ranks:

a. date entered fire service
b. date of last promotion
c. date entered government service
d. date of birth
e. alphabetical order
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.
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
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Position Titles Salary
Grade
ADMINISTRATIVE OFFICERS
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
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
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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
Machinist I 4
Welder I 4
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).
Time-in-Grade – the accumulated number of years in the present rank in

the BFP or the defunct PC/INP on permanent status.
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.
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Work Experience – number of years incurred in the present rank by a
candidate including temporary status.
V. COMPOSITION OF BFP HUMAN RESOURCE

MERIT PROMOTION AND SELECTION BOARD
A. SECOND LEVEL POSITIONS

(COMMISSIONED AND NON-COMMISSIONED OFFICERS)
National Headquarters:
Chairperson : Deputy Chief for Administration with the rank of
at least Senior Superintendent
Director for Human Resource Development;
Director for Personnel and
Records Management;
Chief, Human ResourceManagement Division;
and
• Commissioned Officer
Representative with the rank of Senior
Superintendent to be designated by the
Chief, BFP; or
• Non-Commissioned Officer
Representative (NESFO)
Secretariat : Chief, Recruitment and Selection Section,
HRMD - FO1 and Lateral Entry
Chief, Promotion Section,
HRM - Commissioned
Officers and NCO
B. SECOND LEVEL POSITIONS

(NON-COMMISSIONED OFFICERS)
Regional Offices:
Chairperson : Assistant Regional Director for Administration

Vice-Chairperson : Assistant Regional Director for Operations
Members : Regional Chief of Staff;
Senior Officer in the Field;
One (1) Division Chief;
Chief of Administrative Division; and
Regional Enlisted Senior Fire Officer (RESFO)
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Secretariat : Chief, Human Resource Management Section or
Highest Non-Commissioned Officer assigned in
Administrative Division
C. NON-UNIFORMED PERSONNEL
Chairperson : Deputy Chief for Administration with the rank

of at least Senior Superintendent
Director for Human Resource Development;
Chief, Human Resource Management Division;
and
• Division Chief/Head of Office where NUP
vacancy exists; and
• NUP (first level) Representative – chosen by
BFP Civilian Employee’s Association
(BFP CEA); or
• NUP (second level) Representative
– chosen by BFP CEA
Secretariat : Chief, Recruitment and Selection Section, HRMD
D. THIRD LEVEL POSITIONS (CSUPT) AND SECOND LEVEL

EXECUTIVE MANAGERIAL POSITIONS (SSUPT)
Chairperson : Chief, BFP

Members : All BFP NHQ Officers with the rank of Chief
Superintendent (CSUPT)
Secretariat : Director for Human Resource Development
• The appointing authority for the rank of
CSUPT is the President of the Republic of
the Philippines, while for SSUPT is the
Secretary, DILG pursuant to Section 5 of
RA 9263. Hence, this committee shall only
conduct initial evaluation of the
documentary requirements
of applicants prior to endorsement to the
HRMPSB of the DILG.
E. MERITORIOUS, SPECIAL AND POSTHUMOUS PROMOTION
Chairperson : Deputy Chief for Operations

Members : Director for Human Resource Development;
Director for Personnel and Records Management;
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Director for Operations;
Director for Fire Safety and Prevention; and
• Commissioned Officer Representative with the
rank of at least Superintendent; or
• Non-Commissioned Officer Representative
(NESFO)
Secretariat : Chief, Promotion Section, HRMD
• BFP Commissioned Officers’ Representative
and BFP NCO Representative shall only sit
as member if the applicants deliberated are
Commissioned Officers or NCOs as the
case may be.
• The board’s tenure shall be two (2) years. In
case of movement of personnel which shall
affect the composition/designation prior to the
expiration of the tenure, the HRMPSB shall be
recomposed accordingly.
F. COMMITTEE OF EXAMINERS
Chairperson : Division Chief with the rank of Chief Inspector

Vice Chairperson : Section Chief with the rank of Senior Inspector
Members : Two (2) Section Chiefs with the rank of Senior
Inspector or Inspector; and Legal Officer/Lawyer
with the rank of Senior Inspector.
Secretariat : Section Chief with the rank of Senior Inspector
Technical Committee: Three (3) Computer Programmers, one (1) of
whom is a commissioned officer with the rank of
INSP as Team Leader
• For purposes of crafting the questionnaires,
the CoE may seek the assistance of resource
persons with known probity, integrity and
competence in their respective field of
expertise.
Regional Offices:

Chairperson : Division Chief with the rank of Chief Inspector
Vice Chairperson : Section Chief with the rank of Senior Inspector
Members : Two (2) Section Chiefs with the rank of at least
Inspector; and Legal Officer/Lawyer with the rank
of Senior Inspector
Secretariat : Chief, Morale and Benefits Section,
Administrative Division
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Technical Committee: Two (2) Computer Programmers, one (1) of
whom is a Commissioned Officer as Team Leader
• For purposes of crafting the questionnaires, the
CoE may seek the assistance of resource
persons with known probity, integrity and
competence in their respective field of expertise.
G. PHYSICAL AGILITY TEST (PAT) COMMITTEE:
Chairperson : Chief, Skills Development and Specialization

Section, CDD
Vice-Chairperson: Commissioned Officer
Members : Two (2) Commissioned Officers; and Three (3)
Non-Commissioned Officers
Secretariat : Skills Development and Specialization Section
Staff, CDD
Medical Team : BFP Medical Doctor
BFP Nurses
BFP EMS with Ambulance
Regional Offices:
Chairperson : Chief, Special Operations Section,

Operations Division
Vice-Chairperson : One (1) Commissioned Officer
Members : Five (5) Non-Commissioned Officers
Secretariat : Special Operations Section,
Operations Division Staff
Medical Team : BFP Medical Doctor
BFP Nurses
BFP EMS with Ambulance
VI. DUTIES AND RESPONSIBILITIES
1. The Chief, Human Resource Management Division/ Regional

Administrative Officer shall:
• submit to the CSCFO concerned within the first quarter of the

year the agency’s updated Personal Services Itemization/Plantilla
of Personnel;
• submit the list of vacant positions authorized to be filled and their

corresponding qualification standards and plantilla item numbers
using the prescribed form (CS Form No. 9, Revised 2018) in
electronic and printed copies to the CSCFO;
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• request authentication from the CSC or authorized agencies of the
original copy of certificate of eligibility/licenses/report of rating
of selected candidate/s prior to issuance of original appointment,
promotion, transfer, reappointment or reemployment unless previous
authentication had been issued for the same eligibility/license/report;
• review thoroughly and check the veracity, authenticity and
completeness of all the requirements and supporting papers in
connection with all cases of appointments before submitting the
same to the Commission;
• ensure that the Personal Data Sheet (CS Form No. 212, Revised
2017) of the appointee is updated and accomplished properly and
completely. To monitor any change in the employee’s profile, the
PDS shall be updated on an annual basis;
• sign the following certifications at the back of the appointment:
a. Certification as to completeness and authenticity of

requirements; and
b. Certification that the vacant position to be filled has been
published and posted in the CSC Bulletin of Vacant Positions
in accordance with Republic Act No. 7041, and deliberation
was done by the HRMPSB ten (10) days after publication.
• ensure that the Chairperson of the HRMPSB has signed the

certification at the back of the appointment, whenever applicable;
• furnish appointee with a photocopy of his/her appointment

(appointee’s copy) for submission to the Commission, ensuring
that the appointee signs on the acknowledgment portion of the
appointment;
• submit appointments (CSC, agency and appointee’s copy) with

supporting documents in the prescribed Appointment Transmittal
and Action Form (CS Form No. 1, Revised 2018) indicating
the names of appointees, their position, status and nature of
appointment and the corresponding date of issuance within thirty
(30) calendar days from issuance thereof;
• transmit to the appointee the original copy of his/her appointment

acted upon by the Commission;
• submit to the Commission, through the CSC Field Office concerned

within the prescribed period, the required reports (electronic and
hard copy) such as DIBAR (CS Form No. 8, Revised 2017),
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summary list of employees’ performance rating, and such other
reports as may be required by the Commission;
• post in three (3) conspicuous places in the BFP a notice announcing

the appointment of an employee a day after the issuance of
appointment for at least fifteen (15) calendar days;
• ensure the oath taking and conduct of orientation program to
new employees and continuous human resource interventions for
existing employees;
• submit to the CSC Field Office a copy of the Oath of Office (CS
Form No. 32, Revised 2018) within thirty (30) days from the date
of assumption of the appointee;
• submit to the CSC Field Office a copy of the Certification of

Assumption to Duty (CS Form No. 4, Revised 2018) within thirty
(30) days from the date of assumption of the appointee;
• ensure the conduct of orientation and workshop of the HRMPSB

members including alternate representatives on the agency
selection/promotion process and CSC policies on appointments;
• ensure the orientation of officials and employees on the recruitment,

selection and placement process;
• ensure the establishment and maintenance of the agency Human

Resource Management Database which will be the basis of all the
reports to be submitted by his/her agency to the Commission;
• ensure the establishment, maintenance and disposal of agency’s

employees 201/120 files pursuant to the guidelines of CSC MC
No. 8, s. 2007 and CSC MC No 1, s. 2011;
• ensure the renewal of professional licenses of appointees to

positions involving practice of profession regulated by bar/board
law; and
• perform all other functions as may be provided by law.
Failure of the Chief, HRMD/RAO or the duly authorized employee

in charge of human resource management to perform any of the above
responsibilities shall be a ground for administrative disciplinary action
for neglect of duty which the head of agency or the Commission can
initiate.
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2. The BFP HRMPSB (First, Second and Third Levels) shall:
• adopt formal and systematic screening procedure and formulate

criteria for evaluation of candidates for appointment, taking the
following into consideration:
a. standards and methods of screening/evaluation must be valid

and reasonable; and
b. criteria must assist in matching the qualifications of the
applicants/candidates and the requirements of the positions.
• disseminate the manual of screening procedures and criteria for

selection, as well as the subsequent amendments therein;
• observe fairness and impartiality in assessing the qualifications

and competencies of the candidates for appointment;
• subject eligible candidates/ applicants for further assessment like

written examination, skills inventory, interview, and others;
• come up with a selection lineup and post it in three (3) conspicuous

places in the BFP for at least fifteen (15) calendar days;
• deliberate on the qualifications of the candidates/applicants in the

selection lineup taking into consideration but not limited to:
a. three (3) salary grade steps limitation on promotion; and

b. next-in-rank position based on the approved BFPs SRP.
• submit the list of candidates/applicants to the appointing authority,

specifying the top candidates;
• maintain records of its deliberation that must be made accessible

to interested parties upon written request, and to the CSC for
inspection/audit;
• for the promotion to the position of Senior Superintendent, the

board shall determine the list of candidates recommended for
promotion in accordance with their ranking for the approval of the
appointing authority specifying the top candidates therein. Only
those as mentioned in the preceding statement shall be eligible
for appointment to a particular position/rank after successfully
passing the required MDPE test prior to endorsement to the DILG
through a HRMPSB resolution; and
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• For third level positions, the list of all applicants who meet the
requirements specified in the CSC-approved QS shall be endorsed
by the Chief, BFP through a HRMPSB Resolution to the Office
of the President through the DILG including other documentary
requirements.
3. The Committee of Examiners (BFP NHQ and Regional Office) shall:
For BFP NHQ:
• prepare Test Questionnaires intended for the recruitment and

selection process of the following:
a. FO1 (BFP NHQ Regular and Attrition Quota);

b. Lateral Entry for Commissioned Officers (INSP and SINSP);
and
c. Non-Uniformed Personnel.

• seek the assistance of consultants/resource persons with known
probity, integrity and competence in the field of human resource
management and development and/or their respective field of
expertise;
• facilitate the printing of Test Questionnaires and Answer Sheets;
• serve as the sole custodian of the Packed/Sealed Questionnaires

and Answer Sheets;
• take responsibility in ensuring the safety and integrity of the

Packed/Sealed Questionnaires and Answer Sheets;
• ensure that the Packed/Sealed Questionnaires and Answer Sheets

shall be turned-over only to the HRMPSB thirty (30) minutes
before the actual time of Written Examination;
• retain five (5) copies of unused Test Questionnaires and five

(5) unused Answer Sheets per position title for NUPs/rank/
parenthetical title for Lateral Entry for audit and reference
purposes;
• assist the Proctors and Examiners during the conduct of written

examination;
• check the answer sheets of applicants who took the Written

Examination through machine scanner and certify the same
through the CoE Technical Committee.
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• submit the official result of the Written Examination to the HRMD,
BFP NHQ for publication or circulation nationwide;
• supervise and document the disposal (burning, shredding, etc) of

used and unused Questionnaires, and unused Answer Sheets; and
• safe keep the used Answer Sheets of applicants who took the
Written Examination.
For Regional Offices:
• prepare Test Questionnaires intended for the recruitment and

selection process for FO1 (Regular and Attrition Quota);
• seek the assistance of consultants/resource persons with known

probity, integrity and competence in the field of human resource
management and development and/or their respective field of
expertise;
• facilitate the printing of Test Questionnaires and Answer Sheets;
• serve as the sole custodian of the Packed/Sealed Questionnaires

and Answer Sheets;
• take responsibility in ensuring the safety and integrity of the

Packed/Sealed Questionnaires and Answer Sheets;
• ensure that the Packed/Sealed Questionnaires and Answer Sheets

shall be turned-over only to the HRMPSB thirty (30) minutes
before the actual time of Written Examination;
• retain five (5) copies of unused Test Questionnaires and five (5)
unused Answer Sheets per rank for audit and reference purposes;
• assist the Proctors and Examiners during the conduct of written

examination;
• check the answer sheets of applicants who took the Written

Examination through machine scanner and certify the same
through the CoE Technical Committee;
• submit the result of written examination to concerned Regional

Administrative Division for publication;

used and unused Questionnaires, and unused Answer Sheets; and
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• safe keep the used Answer Sheets of applicants who took the
Written Examination.
4. The Proctors/Examiners (BFP NHQ and Regional Office) shall:
• assist the HRMPSB (BFP NHQ and Regional Office) during the
conduct of qualifying written examination;
• verify and ensure that the Examination Seat Plan is strictly

observed;
• check the IDs presented by the examinees and ensure that the
person is one and the same person in the Examination Seat Plan;
• secure right thumb marks and signature of the examinees on the

Pre-submitted Examination Seat Plan which may serve also as
attendance;
• witness the opening of the Packed/Sealed Questionnaires and

Answer Sheets in front of the examinees; fill-up the Written
Examination Report Form;
• supervise the segregation of the Packed/Sealed Questionnaires

from Answer sheets;
• observe the packing and sealing of the used Answer Sheets of

applicants; and

used and unused Questionnaires, and unused Answer Sheets.
5. The Physical Agility Test Committee shall:
• ensure that the BFP 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;
• conduct the Physical Agility Test using the criteria stipulated in

this MSP;
• submit and certify the final result by using the rating of PASS OR
FAIL to the HRMD/ Regional Administrative Division; and
• prepare the Committee Resolution.
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6. The Appointing Authority shall:
• select as far as practicable, from the top ranking applicants/

candidates;
• issue appointments in accordance with the provisions herein;
• constitute a HRMPSB and see to it that all its members undergo

orientation(s) workshop(s) on selection/promotion process, and on
CSC policies on appointments;
• ensure that this MSP is fully and faithfully implemented; and
• make essential/timely improvements in the MSP in accordance

with pertinent CSC rules and regulations to keep it viable in the
agency.
VII. PROCEDURES
A. Fire Officer 1, Lateral Entry, and Non-Uniformed Personnel:
1. Prepare and approve the BFP Program Distribution List. 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:
a. FO1 Regular Quota;

b. Parenthetical Title with Place of Assignment for Lateral Entry;
and
c. Place of Assignment of Non-Uniformed Personnel (Fire Stations/
Offices).
2. Prepare, approve and disseminate/post the Calendar of Activities for

recruitment and promotion process.
• 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 RSS official facebook account.
3. Screen and evaluate the credentials in terms of education, work

experience, eligibility and training submitted by the applicants.
• Initial Screening of vital signs, height, weight, waistline, BMI,

and visual acuity/color blindness test.
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• 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). Post it also in
the DILG and BFP websites, RSS Official Facebook account and
in at least three (3) conspicuous places in the BFP NHQ/RHQ.
• 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. Applicants who are holder
of NC III in Driving shall be given priority, provided that they
passed all the recruitment process.
4. Qualifying Written Examination. 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.
• Passing Score. The passing score shall be sixty (60) points out
of one hundred (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 fifty (50) points.
• Absolutely, there shall be no Special Qualifying Written

Examination to be conducted for the applicants.
• Post the result of Qualifying Written Examination in the DILG and

BFP websites, RSS Official Facebook account and in at least three
(3) conspicuous places in the BFP NHQ/RHQ.
• Only those who have passed the Qualifying Written Examination

shall proceed to the Physical Agility Test.
5. Physical Agility Test (except NUP). Prior to the conduct of Physical

Agility Test, applicants shall submit ECG and BP results which shall
be conducted in any government hospitals and DOH-accredited private
hospitals or diagnostic service providers. All ECG results shall be
certified by a Cardiologist.
• A passing score of seventy-five (75) points for both male and

female shall be observed.
• 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.
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However, they must undergo PAT within the prescribed schedule.
Otherwise, they are considered “Failed” and disqualified to
proceed to the next process.
• The BFP Health Service shall monitor the blood pressure, heart
rate and pulse rate of the applicants while undergoing Physical
Agility Test.
• Applicants who did not personally appear during the conduct of

Physical Agility Test shall be disqualified in all any cases. No
applicant shall be exempted.
• The concerned Physical Agility Test 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.
• Absolutely, there shall be no re-take of the Physical Agility Test

during the recruitment process.
• Results of the Physical Agility Test shall be posted in the DILG

and BFP websites, RSS Official Facebook account and in at least
three (3) conspicuous places in the BFP NHQ/RHQ.
• Applicants for Non-Uniformed Personnel positions are not

required to undergo Physical Agility Test.
• Only applicants who passed the Physical Agility Test shall undergo
the Complete Background Investigation (CBI).
6. Complete Background Investigation (CBI). The HRMPSB through the

Intelligence and Investigation Division/Regional Intelligence Branch
(IID/RIB) shall conduct a CBI within two (2) to three (3) weeks to:
a. ensure that the BFP applicants who will be hired have no

derogatory records;
b. verify personal history and activities of applicants; and
c. elicit or draw information.
• The following offices are responsible for the conduct of CBI of

BFP applicants:
a. Chief, Information Processing Section - BFP NHQ;

b. Chief, Intelligence Branch - Regional Level;
c. Chief, Intelligence Section - Provincial/District Level; and
d. Chief, Intelligence Unit - City/Municipal Level.
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• CBI includes employment, financial, education, and military
background as well as interview with family members, neighbors,
supervisors, co-workers and friends. The CBI shall determine
applicants’ reputation and possible involvement in any criminal
activities, violent incidents, or membership in any dubious or
terrorist organization.
• The procedures stipulated in Section 6.0 of Complete Background

Investigation Procedure with Document Control Number BFP-
QSP-IDD-001 dated 20 July 2018 shall be strictly observed.
• The BFP Officer or personnel who conducted the CBI shall prepare
and affix his/her signature to the CBI Report.
• Individual CBI results shall be treated confidential and shall be

kept by the office responsible.
• Applicants who are organic members of the BFP shall not be

required to undergo CBI.
• The list of applicants who passed the CBI shall be posted in the
DILG and BFP websites, RSS Official Facebook account and in at
least three (3) conspicuous places in the BFP NHQ/RHQ.
• Only those who have passed the CBI shall proceed to the next
stage of recruitment process which is the Panel Interview.
7. Panel Interview. The Panel Interview shall be conducted by the

concerned HRMPSB. This stage shall be participated by applicants
who are organic members of the BFP who passed the Physical Agility
Test and applicants who passed the CBI.
• 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 appropriate attire:
FO1 and NUP Applicant/

Lateral Entry from the Outside - Corporate Attire
Incumbent NUPs - Office Uniform
Lateral Entry from Within - Complete GOA
• Results of Panel Interview shall be published in the DILG and

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8. Deliberation by the HRMPSB. Evaluate and deliberate on the
qualifications of the candidates/applicants in the selection lineup.
• The HRMPSB shall conduct deliberation on the performance of

the applicants from the commencement of the process until Panel
Interview. 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.
9. Selection by the Appointing Authority. 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.
• 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.
• 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.
• 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.
10. Psychological Evaluation and Drug Test (PE/DT). Applicants who

were selected by the appointing authority shall undergo PE/DT to be
administered by any government hospitals and DOH-accredited private
hospitals or diagnostic service providers 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 or FAILED in the result.
• The HRMPSB shall endorse the selected applicants to the National/

Regional Health Service/Regional Medical Officer to facilitate the
conduct of PE/DT.
• The HRMPSB shall notify the selected applicants through a

Memorandum to undergo PE/DT at any government hospitals and
DOH-accredited private hospitals or diagnostic service providers.
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• It shall be the duty of the National/Regional Health Service/
Regional Medical Officer to prepare the certified list of applicants
who passed and failed the said test and endorse the same to the
Chairperson, HRMPSB within fifteen (15) calendar days reckoning
from the date the PE/DT was conducted.
• Once an applicant fails the PE/DT, he/she can only be allowed to

retake the same after six (6) months.
• The list of applicants who passed the PE/DT shall be posted in the
DILG and BFP websites, PS Official Facebook account and in at
• Once an applicant fails either in the PE or the DT, he/she shall be

deemed disqualified to proceed for the next process, which is the
Complete Medical/Dental and Physical Examination (CMDPE).
They shall be personally notified regarding the result.
11. Complete Medical/Dental and Physical Examination (CMDPE). All

applicants who passed the PE/DT shall go through a complete Medical/
Dental and Physical Examination to be conducted at any government
providers. For purposes of uniformity, there can only be FIT or UNFIT
in the result.
• The CMDPE shall consist of Urinalysis, Complete Blood Count

(CBC) with Blood Typing, Hepa B Screening, Lipid Profile,
Creatinine, Chest X-ray, Electrocardiogram (ECG) Fasting Blood
Sugar (FBS) and Serum Pregnancy Test (for female).
• Applicants shall submit a Medical Certificate (CS Form No. 211,

Revised 2018) issued by a licensed government physician which
states that he/she is fit for employment to the National/Regional
Health Service/Regional Medical Officer.
• The results/findings on the CMDPE of applicants shall be indicated

in the Medical/Dental Board Resolution. Said resolution shall be
submitted to the HRMPSB.
• The results of CMDPE shall be attached to the medical certificate

for employment.
• If an applicant is found to be Hepa B positive, he/she will be

required to seek confirmatory test.
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• Absolutely, there shall be no retake of the whole CMDPE during
the specific recruitment process.
• List of successful applicants shall be published in the DILG and

• Successful applicants shall proceed to the next stage of recruitment

and selection process.
12. Final Deliberation. Submit the final list of successful applicants to

the Appointing Authority through Board Resolution for subsequent
issuance of appointment.
13. Posting of Final List of Successful Applicants. 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.
14. Issuance of Appointment and Oath Taking. Prepare appointments in

accordance with the revised omnibus rules on appointments and other
human resource actions, and other pertinent laws, rules and regulations
for approval/signature of the appointing authority.
• 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.
• The HRMD/RAO shall ensure the correctness of entries in all the

documents.
• 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.
• In no case shall an appointee take his oath of office before the

issuance of an appointment by the proper appointing authority.
• 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
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seasonably files a motion for reconsideration or appeal within
the prescribed period, as provided for by existing CSC rules and
regulations.
15. Posting of Newly-appointed BFP personnel. 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 RSS Official Facebook accounts.
B. Certificate of Age and/or Height Waiver
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).
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:
a. Outstanding scholastic accomplishments, such as being honor

graduates, consistent academic scholars, board/bar topnotchers
and the like;
b. 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;
c. Holder of Professional Driver’s License with 2 and 3 restriction

code;
d. Mechanic with TESDA mechanic trade test certificate with

expertise in pump operation, auto diesel engine and auto electrical
troubleshooting;
e. Other skills that will sustain the traditions/other demands of the

uniformed service.
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
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quota, except in cases where an applicant with waiver possesses
superior qualifications.
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.
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).
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. The Certificate of Waiver will be issued by the Chief, BFP upon the
recommendation of the HRMPSB/Regional Human Resource Merit
Promotion and Selection Board (RHRMPSB) through board resolution.
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.
C. Promotion of Commissioned and Non-Commissioned Officers
1. Posting/Announcement of Vacancies
• Post the published vacancies in at least three (3) conspicuous

places in the BFP where the vacancies exist or where appropriate,
including in the DILG and BFP websites and Promotion Section
Official Facebook account for a period of ten (10) calendar days.
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• The List of Vacant Positions (CS Form No. 9, Revised 2018) in
electronic and printed copies shall be submitted to the CSCFO
concerned.
2. Submission and Evaluation of Folders
• After the publication of vacancies and announcement of vacant

positions, qualified applicants for promotion must submit folders
to the office of the Promotion Section/Regional Admin Division.
• The Promotion Section, HRMD/Regional Administrative Division

shall evaluate the folders of applicants. Only those qualified
applicants for the rank shall be included in the matrix and
subsequently endorsed to the Chairperson, HRMPSB.
• Applicants who failed to perform or pass the Regular Physical

Fitness Test in two (2) consecutive times preceding his/her
application for promotion shall not be endorsed to the HRMPSB.
• The HRMPSB shall convene for the initial deliberation of the

endorsed matrix of qualified applicants.
3. Panel Interview
• The Secretariat, HRMPSB shall prepare the memorandum for the

conduct of panel interview to the qualified applicants included in
the matrix.
• Failure of the applicants to present themselves for the said

interview shall mean a waiver of their opportunity to be appointed
and hence, he/she cannot proceed to the next step of the promotion
process.
• The Panel Interview shall be conducted by the concerned

HRMPSB.
• The Secretariat, HRMPSB shall tabulate the score of applicants on

the Panel Interview through a score sheet/work sheet and endorse
to the HRMPSB.
4. Deliberation and finalization of worksheet and resolution. The

HRMPSB shall conduct deliberation on the performance of the
applicants from the commencement of the process. For this purpose,
the Secretariat must present the individual rating sheets and overall
ranking of the HRMPSB.
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5. Selection by the appointing authority. 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.
• The HRMPSB shall endorse to the appointing authority through

a resolution, the overall ranking/result of the promotion process
from screening and evaluation up to the interview stage. The
appointing authority shall base his sound exercise of discretion in
selecting the applicants that will proceed to the next stage.
• 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.
• 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.
• The Appointing Authority shall issue Memorandum of List of

Selected applicants and endorse to the Chairperson, HRMPSB
for the conduct of Psychological Evaluation or Psychiatric
Examination and Drug Test (PE/DT).
6. Psychological Evaluation or Psychiatric Examination and Drug Test

(PE/DT)
• The HRMPSB shall endorse the selected applicants to the National/

Regional Health Service/Regional Medical Officer to facilitate the
conduct of PE/DT.
• The HRMPSB shall notify the selected applicants through a

Memorandum to undergo PE/DT at government hospitals and
DOH-accredited private hospitals or diagnostic service providers.
• It shall be the duty of the National/Regional Health Service/

Regional Medical Officer to prepare the certified list of applicants
who passed and failed the said test and endorse the same to the
Chairperson, HRMPSB within ten (10) calendar days reckoning
from the date the PE/DT was conducted.
• Likewise, the National/Regional Health Service shall conduct

Psychological and Psychiatric intervention to those applicants
who failed the said examination.
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• The list of applicants who passed the PE/DT shall be posted in the
DILG and BFP websites, PS Official Facebook account and in at
• Once an applicant fails either in the PE or the DT, he/she can only
be allowed to retake the same after six (6) months.
• In the event that an applicant gets a result bearing the remarks

of “FAILED or POSITIVE” in the Drug Test upon initial and
confirmatory tests, he/she shall be subjected to provisions under
the 2017 Rules on Administrative Cases in the Civil Service
(RACCS).
• Once an applicant fails either in the PE or the DT, he/she shall be

deemed disqualified to proceed for the next process, which is the
Complete Medical/Dental and Physical Examination (CMDPE).
7. Complete Medical/Dental/Physical Examinations (CMDPE). All

applicants who passed the PE/DT shall go through a complete Medical/
Dental and Physical Examination to be conducted at any government
providers.
• The items to be covered by the CMDPE are specified under

existing BFP Memorandum Circulars.
• The results/findings on the CMDPE of applicants shall be indicated

in the Medical/Dental Board Resolution. Said resolution shall be
submitted to the HRMPSB.
• Absolutely, there shall be no retake of the whole CMDPE during

the specific promotion process.
• List of successful applicants shall be published in the DILG and

BFP websites, PS/Regional Administrative Division Official
Facebook account and in at least three (3) conspicuous places in
the BFP NHQ/RHQ.
• Successful applicants shall proceed to the next stage of recruitment

and selection process.
8. Final Deliberation. Submit the final list of successful applicants to

the Appointing Authority through Board Resolution for subsequent
issuance of appointment.
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9. Posting of Final List of Successful Applicants. 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.
10. Issuance of appointment and oath taking. Prepare appointments in

accordance with the revised omnibus rules on appointments and other
human resource actions, and other pertinent laws, rules and regulations
for approval/signature of the appointing authority.
• After submission of the documentary requirements to support the

attestation by the CSC, the Appointing Authority shall issue the
Regional/Bureau Orders effective on the issuance of appointments
in alphabetical order indicating the Salary Grade, Status of
Appointment, Item Numbers, and Place of Assignment opposite
the names.
• The HRMD/Regional Admin Officer shall ensure the correctness

of entries in all the documents.
• Once the preparation of appointments and Regional/Bureau

Order are already through, the HRMD/Regional Admin Officer
shall implement the scheduled Oath Taking Ceremony. The
officer/personnel 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.
• In no case shall an appointee take his/her oath of office before the

issuance of an appointment by the proper appointing authority.
• 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.
11. Posting of newly promoted BFP personnel. 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 Promotion Section/Regional Admin Official
Facebook accounts.
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D. Third Level Positions
1. Publish vacancies in at least three (3) conspicuous places in the BFP where
the vacancies exist or where appropriate, including in the DILG and BFP
websites and Promotion Section facebook account.
2. Screen and evaluate the credentials submitted by the applicants.

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).
3. First Deliberation of HRMPSB. Evaluate and deliberate on the

qualifications of the candidates/ applicants in the selection lineup.
4. Submission to the DILG HRMPSB. Submit the list of candidates/

applicants through a Board Resolution to the DILG HRMPSB.
5. Posting of Newly-appointed/promoted BFP personnel. 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 Promotion Section facebook accounts.
E. Meritorious, Special, Spot and Posthumous Promotion
1. Within a period of one (1) year from the date of the incident, the Head
of Office/Superior Officer shall submit his/her recommendation for the
meritorious/special promotion of his/her subordinates to the HRMPSB
for Meritorious, Special and Posthumous Promotion, observing the
“thru channel policy” of the BFP hierarchy.
2. The recommendation of the Head of Office/Superior Officer must

be based upon the sworn statement of a person/s who had actually
witnessed the deed or act cited. The testimony, however, should be
subjected to a careful analysis by the HRMPSB.
3. After careful evaluation and validation of all requirements and other

supporting documents, the HRMPSB shall submit its recommendation
to the Chief, BFP within thirty (30) days upon receipt of initial
recommendation.
4. The HRMPSB resolution shall be endorsed by the Chief, BFP to the

DILG and CSC for validation purposes.
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VIII. CRITERIA
The BFP HRMPSB shall rate the candidates based on the following
criteria with the corresponding maximum percentage points:
RECRUITMENT OF FO1 (For ranking purposes)

1. Qualifying Written Examination 40%
2. Physical Agility Test 30%
3. Panel Interview 30%
100%
Description and Application of Criteria
1. Qualifying Written Examination. The maximum weight is forty percent

(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%
100%
2. Physical Agility Test. The maximum weight is thirty percent (30%).
The following point system shall be used during the test:

Maximum Total : 100 points
Passing : 75 points
MEN
a. Pull ups: 7x and above : 10 points

5-6x : 7 points
3-4x : 5 points
1-2x : 2 points
b. Push-ups: 30x in a minute : 10 points

25-29/min : 8 points
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1-9/min : 0
c. Sit ups: 40x in a minute : 10 points
11-19/min : 1 point
10 and below : 0
d. Endurance Run: 15 mins or less : 20 points
(3 kilometers) 15 to 18 min : 15 points
18.1 to 19 min : 12 points
9.1min and over : 0
e. 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 points
9x : 23 points
8x : 20 points
7x : 17 points
6x : 14 points
5x : 11 points
4x : 8 points
3x : 6 points
2x : 4 points
1x : 2 points
0 : 0
f. 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 points
9x : 23 points
8x : 20 points
7x : 17 points
6x : 14 points
5x : 11 points
4x : 8 points
3x : 6 points
2x : 4 points
1x : 2 points
0 : 0
WOMEN
a. Full arms Hanging:

60 seconds and above : 10 points
55-59 sec : 8 points
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45- 49 sec : 4 points
35-39 sec : 1 point
0-34 sec : 0
b. Push ups: 30x in a minute : 10 points
1-9/min : 0
c. Sit ups: 40x in a minute : 10 points
11-19/min : 1 point
10 and below : 0
d. 100-meter run: 19.0 sec or less : 20 points
19.1 to 20.0 sec : 15 points
20.1 to 21.0 sec : 12 points
21.1 and over : 0
e. 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 points
9x : 23 points
8x : 20 points
7x : 17 points
6x : 14 points
5x : 11 points
4x : 8 points
3x : 6 points
2x : 4 points
1x : 2 points
0 : 0
f. 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 points
9x : 23 points
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8x : 20 points
7x : 17 points
6x : 14 points
5x : 11 points
4x : 8 points
3x : 6 points
2x : 4 points
1x : 2 points
0 : 0
3. Panel Interview. The maximum weight is thirty percent (30%).

Potential 10%
Psychosocial Attributes 10%
Personality Traits 10%

30%

REGULAR PROMOTION OF OFFICERS/NON-COMMISSIONED

OFFICERS
1. Job Performance and Accomplishments 20%

2. Medals 15%
3. Awards/Commendations 5%
4. Length of Service 20%
6. Designation 20%

100%
1. Job Performance and Accomplishments. The highest possible score

(HPS) for Job Performance shall be twenty percent (20%) based on
their respective Individual/Office Performance Commitment Review
(IPCR/OPCR).

Note: Outstanding performance rating shall be supported with write-up duly
signed by the superior/rater.
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Outstanding Performance Rating
5.00 20%
Very Satisfactory Rating
4.9 - 4.99 18%

4.8 - 4.89 16%
4.7 - 4.79 14%
4.6 - 4.69 12%
4.5 - 4.59 10%
4.4 - 4.49 8%
4.3 - 4.39 6%
4.2 - 4.29 4%
4.0 - 4.19 2%
2. Medals. The percentage of medals shall be based on the following formula

that has a maximum weighted average of fifteen percent (15%).
Weighted Average = Number of Medals x Designated Points = Range with
its Corresponding Percentage
Medals Points
Kabayanihan 2.75
Kadakilaan 2.50
Kagalingan 2.25
Natatanging Gawa 2.00
Sugatang Magiting 1.75
Pagtulong sa Nasalanta 1.50
Katapatan sa Paglilingkod 1.25
Kasanayan 1.00
Papuri 0.75
Paglilingkod (Loyalty) 0.50
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3. Awards/Commendations. The percentage of awards/commendations shall
be based on the following formula that has a maximum weighted average
of five percent (5%).
Range Percentage
20 up 15%
7.50 - 19.75 12%
15.00 - 17.25 10%
12.50 - 14.75 8%
10.00 - 12.25 6%
7.50 - 9.75 4%
5.00 - 7.25 2%
less than 5 1%
Weighted Average = Number of Awards/Commendations x Designated

Points = Range with its Corresponding Percentage
National and Agency Level Awards shall mean or be construed in the
Awards/Commendations Points
National and Agency Level Awards 2.00

Departments’ Secretary,
Undersecretary/Assistant Secretary 1.75
Chief, BFP 1.50
Deputy Chief for Administration/
Deputy Chief for Operations/
Chief Directorial Staff 1.25
Directors of Directorates/
Regional Directors 1.00
ARDA/ARDO/RCDS/PFM/DFM 0.75
manner defined in Section 5.1 and 5.2 of the BFP Program on Awards and
Incentives for Service Excellence (BFP PRAISE), respectively.
Note: Only awards and commendations acquired in the present rank shall be
considered.
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4. Length of Service. This shall be based on the Date Entered Fire Service
(DEFS). Maximum weight of twenty percent (20%).

25 years and above 20%
20 years and above but less than 25 years 18%
More than 5 years but less than 10 years 12%
3 years and below 5%
5. Panel Interview. Maximum weight of twenty percent (20%).

Potential 10%
20%
6. Designation. Maximum weight of twenty percent (20%).
All designations that is compliant with

the rank requirement for the designation held
by the applicant in accordance
with the existing organizational structure 15%
Under rank to the current designation/

Detail Service 15%
Other positions not commensurate to the present rank 12%

Over rank to the current designation 12%

Additional Points, Maximum of five percent (5%):
Additional one percent (1%) for every

assignment/designation in the present rank
(minimum of 6 months)
Additional one percent (1%) for every Committee/

TWG/Task Force Chairmanship and Membership
LATERAL ENTRY FROM THE OUTSIDE
1. Graduates of the PNPA shall be automatically appointed to the initial

rank of Inspector.
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Range Percentage
10 up 5%
7.50 - 9.75 4%
5.00 - 7.25 3%
2.50 - 4.75 2%
less than 2.50 1%
2. Applicants with Highly Specialized and Technical Expertise

1. Related Work Experience 20%
100%
1. Related Work Experience. Maximum weight is twenty percent (20%).

No. of years Rating
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.
2. Qualifying Written Examination. Maximum weight is thirty percent (30%).

The coverage of the exam will be as follows:
Field of Specialization 60 points

Leadership and Management 10 points
General Information 30 points
100 points
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3. Panel Interview. Maximum weight for Panel Interview is thirty percent
(30%).
Potential 10%
30%

4. Physical Agility Test. Maximum weight of Physical Agility Test is twenty
percent (20%). For uniformity purposes, refer to physical agility test of
recruitment of uniformed personnel.
LATERAL ENTRY FROM WITHIN
1. Job Performance and Accomplishments 20%

2. Medals 15%
100%
1. Job Performance and Accomplishments, Medals and Awards/

Commendations. For uniformity purposes, refer to job performance/
accomplishment discussed above.
2. Qualifying Written Examination. Maximum weight of the Qualifying

Written Examination is twenty percent (20%). The coverage of the exam
will be as follows:

Field of Specialization 60 points
100 points
3. Panel Interview. Maximum weight for Panel Interview is twenty percent

(20%).

Potential 10%
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20%

4. Length of Service. Maximum weight is ten percent (10%).

Less than 5 years 2%
5. Physical Agility Test. Maximum weight is ten percent (10%). For

uniformity purposes, refer to physical agility test of recruitment of
uniformed personnel.

RECRUITMENT AND PROMOTION OF
NON-UNIFORMED PERSONNEL - FIRST LEVEL/ RECRUITMENT
OF NON-UNIFORMED PERSONNEL - SECOND LEVEL

Qualifying Written Examination 40%
Panel Interview 60%
100%
1. Qualifying Written Examination. Maximum weight is forty percent

(40%). The coverage of the exam will be as follows:
First Level Positions
Vocabulary 30 points
Abstract Reasoning 30 points
100 points
Second Level Positions
BFP Matters 20 points
Verbal Aptitude 20 points
100 points
2. Panel Interview. Maximum weight for Panel Interview is sixty percent (60%).
Potential 30%
60%
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PROMOTION OF NON-UNIFORMED PERSONNEL
(SECOND LEVEL)
1. Job Performance and Accomplishment 20%

2. Medals 15%
7. Next-in-Rank Position 10%
100%
1. Job Performance and Accomplishments, Medals and Awards/

Commendations. For uniformity purposes, refer to job performance/
accomplishment discussed above.
2. Qualifying Written Examination. Maximum weight is twenty percent

(20%). The coverage of the exam will be as follows:

BFP Matters 20 points
Verbal Aptitude 20 points
100 points
3. Panel Interview. Maximum weight for Panel Interview is twenty

percent (20%).

Potential 10%
20%
4. Length of Service. Maximum of ten percent (10%).

Less than 5 years 2%
5. Next-in-Rank Position. Maximum of ten percent (10%).
367
Next in Rank within the System of Ranking Positions 10%
Next in Rank but not within the System of
Ranking Positions 8%
Not next in rank and not within the System of
Ranking Positions 5%
I. IX. PROTEST
Subject to the provisions of Rule 18 of the 2017 Rules on Administrative Cases in the
Civil Service (2017 RACCS).
II. X. PENALTY CLAUSE
The BFP MSP shall be considered as a valid contract binding among the head of agency,
the employees and the CSC. As such, non-compliance by the agency with the policies and
procedures provided herein shall be considered as a ground for disapproval/invalidation of
appointment. The same can be a ground for administrative disciplinary action against the
official or employee who caused the violation.
III. XI. EFFECTIVITY

The Merit Selection Plan of the Bureau of Fire Protection shall take effect upon the
approval of the Civil Service Commission and all subsequent amendments to the personnel
mechanism shall be submitted to the CSC Regional Office for approval.
IV. XII. COMMITMENT
I hereby commit to implement and abide by the provisions of the BFP Merit Selection
Plan, which shall be the basis for expeditious approval/validation of appointments.

FIRE DIRECTOR (DSC)
Chief, BFP
_________________________
Date
APPROVED BY:
_________________________
CSC Regional Director
_________________________
Date
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09 MAY 2017
Date
MEMORANDUM CIRCULAR
NUMBER 2017 – 004
RULES IN THE ALTERNATIVE DISPUTE

RESOLUTION PROGRAM THROUGH MEDIATION OF
CASES WITHIN THE BUREAU OF FIRE PROTECTION
WHEREAS, Section 3 of Executive Order No. 97 (s. 2012) requires all agencies
to promote the use of alternative modes of dispute resolution such as, but not limited
to, arbitration, mediation, conciliation, and early neutral evaluation as part of their
practice in resolving disputes filed before them.
WHEREAS, Section 4 of Executive Order No. 97 (s. 2012) requires the

mandatory submission of reports to the Office of the Alternative Dispute Resolution,
thus:
SECTION 4. Mandatory Submission of Reports to the OADR. Within three

(3) months from the effectivity of this Order, each agency shall submit a status
report to the OADR on the following:
a) Designation of a senior official and an alternate responsible for developing,

coordinating, and managing ADR programs and/or other ADR related
activities in their respective offices; and
b) Compliance with the directives under section 4 of EO No. 523, including

the particulars of any such ADR program that may have been implemented
in their perspective offices in the meantime.
Thereafter, all agencies shall, once every six (6) months or within such
other period as the OADR may determine, continue to submit periodic reports
and provide data on their respective ADR programs as may be required by the
OADR.
WHEREAS, the implementing Rules and Regulations of RA 9185 otherwise

known as the Implementing Rules And Regulations Of The Alternative Dispute
369
Resolution Act Of 2004 prescribe the procedures and guidelines for the
implementation of the modes of Alternative Dispute Resolution.
WHEREAS, Section 55 of the Revised Rules on Administrative Cases in the

Civil Service (RRACS) provides that:
SECTION 55. Guidelines. – The following are the guidelines in the settlement
of purely personal matters in administrative cases:
a. Compromise settlement shall be allowed only for administrative light

offenses where the act is purely personal between the private complainant
and the person complained of and there is no apparent injury to the
government;
b. Upon filing of the complaint, the disciplining authority shall determine
whether the offense is purely personal or can be the subject of settlement;
The following cases may be the subject of settlement and/or compromise:
1. Borrowing money by superior officers from subordinates;

2. Willful failure to pay just debts;
3. Simple misconduct resulting from misunderstanding/fight between
respondent and complainant provided that the act is not committed
within office premises;
4. Discourtesy in the course of official duties; and
5. Other analogous circumstances/case.
In the case animated cases, compromise or settlement can no longer be

applied for the second time the same act is committed;
The grant of back salaries and other benefits may likewise be subject
of settlement and/or compromise;
c. If the offense can be the subject of settlement, the Action Officer assigned
shall order the respondent to comment and to indicate there in whether he/
she is willing to submit the case for settlement;
d. If person complained of opted for settlement the Action Officers assigned

shall issue and order requiring the appearance of parties;
e. If settlement succeeds, a compromise agreement shall be executed between

the parties and attested by the Action Officer;

f. The compromise agreement shall be binding on the parties and shall be
considered a decision on the merits which cannot be impugned unless it is
shown that there was duress on its execution on any of the parties;
370
g. A Decision shall be issued by the Disciplining Authority based on the
Compromise Agreement;
h. If during the settlement process, the parties failed to settle their differences,
the Action Officer shall issue an order terminating the process and continue
with the investigation of the case; and
j. In case of non-compliance with the compromise agreement, the case may

likewise be reopened for investigation until the final determination of the
case.
WHEREAS, at present, the BFP adopts the RRACCS as part of its Rules in the
prosecution of administrative cases in the BFP; however, the BFP has no existing
policy in compliance with Executive Order No. 97 (s.2012).
WHEREFORE, to harmonize and achieve compliance to the mandate of

Executive order No. 97 (s.2012) and the RRACCS, the following guidelines are
hereby promulgated:
1. GENERAL PROVISION
1.1 Title. These Rules shall be known as “Rules In The Alternative Dispute
Resolution Program Through Mediation Of Cases Within The BFP”.
1.2 Definition of Terms
1.2.1. Alternative Dispute Resolution (ADR) System means any

process or procedure used to resolve a dispute or controversy,
other than by adjudication of a presiding judge of a court or an
officer of a government agency, as defined in the ADR Act, in
which a neutral third person participates to assist in the resolution
of issues, including arbitration, mediation, conciliation, early
neutral evaluation, mini-trial or any combination thereof.
1.2.2. Confidential Information means any information, relative to

the subject of mediation or arbitration, expressly intended by the
source not to be disclosed, or obtained under circumstances that
would create a reasonable expectation on behalf of the source
that the information shall not be disclosed. It shall include:
(a) communication, oral or written, made in a dispute resolution

proceeding, including any memoranda, notes or work product
of the neutral party or non-party participant;
(b) an oral or written statement made or which occurs during

mediation or for purposes of considering, conducting,
371
participating, initiating, continuing or reconvening mediation
or retaining a mediator; and
(c) pleadings, motion, manifestations, witness statements, reports

filed or submitted in arbitration or for expert evaluation.
1.2.3. Counsel means a lawyer duly admitted to the practice of law in

the Philippines and in good standing who represents a party in
any ADR process.
1.2.4. HO refers to the Hearing Office of the National and Regional

Headquarters
1.2.5. IAS refers to the Internal Affairs service of the National and
Regional Headquarters
1.2.6. Mediation means a voluntary process in which a mediator,

selected by the disputing parties, facilitates communication
and negotiation, and assists the parties in reaching a voluntary
agreement regarding a dispute. Mediation of cases in the BFP
should be voluntarily made by all the opposing parties.
1.2.7. Mediation Party means a person who participates in a mediation

and whose consent is necessary to resolve the dispute.
1.2.8. Mediator means a person who conducts mediation
NESFO refers to the National Executive Senior Fire Office.

1.2.9.
1.2.10 Non-Party Participant means a person, other than a party

or mediator, who participates in a mediation proceeding as a
witness, resource person or expert.
OADR refers to the Office of the Alternative Dispute Resolution.

1.2.11.
1.2.12. RESFO refers to the Regional Executive Senior Fire Office.

1.3 Scope of Application. Mediation shall be allowed only for administrative
light offenses where the act is purely personal between the private
complainant and the person complained of and there is no apparent injury
to the government:
These Rules generally apply to the voluntary mediation of cases within

the BFP involving the following light offenses:
(a) Borrowing money by superior officers from subordinates;

(b) Willful failure to pay just debts;
372
(c) Simple misconduct resulting from misunderstanding/fight between
respondent and complainant provided that the act is not committed
(d) Discourtesy in the course of official duties; and
(e) Other analogous circumstances/cases.
In these enumerated cases, mediation can no longer be entered into for

the second time the same act is committed
1.4. Exception to the Application of these Rules. The provisions of these

Rules shall not apply to the resolution or settlement of the following:
(a) labor disputes covered by Presidential Decree No. 422, otherwise

known as the “Labor Code of the Philippines, as amended”, and its
Implementing Rules and Regulations;
(b) the civil status of persons;
(c) the validity of marriage;
(d) any ground for legal separation;
(e) the jurisdiction of courts;
(f) future legitime;
(g) criminal liability;
(h) those disputes which by law cannot be compromised; and
(i) disputes referred to court-annexed mediation.
1.5 Application and Construction. In applying and construing the provisions

of these Rules, consideration must be given to the need to promote candor
of parties and mediators through confidentiality of the mediation process,
the policy of fostering prompt, economical and amicable resolution of
disputes in accordance with principles of integrity of determination
by the parties and the policy that the decision-making authority in the
mediation process rests with the parties.
A party may petition the HO before which an action is prematurely

brought in a matter which is the subject of a mediation agreement, if at
least one party so request, not later than the pre-trial conference or upon
the request of both parties thereafter, to refer the parties to mediation in
accordance with the agreement of the parties.
2. BFP ADR OFFICER
2.2 Designated ADR Officer. The Deputy Chief for Administration shall be
the designated BFP ADR Officer. The Deputy Chief for Operations shall
be the alternate BFP ADR Officer (as mandated by Section 4 of Executive
Order No. 97 (s. 2012).
2.3 Biannual OADR Report. The BFP ADR Officer shall be responsible for the
consolidation and submission of the biannual report of the implementation
373
of the ADR Program of the OADR pursuant to Section 4 Executive Order
No. 97 (s. 2012).
3. DETERMINING WHETHER A CASE IS SUBJECT

OF MEDIATION
3.2. Determining Officer. Within five (5) days from the receipt of the complaint,
the IAS shall determine if a case is subject of mediation. If a case is subject
of mediation, he/she shall order the parties to comment on the same within
fifteen (15) days from receipt of such communication. The comment
shall contain the parties’ option of whether or not to enter into mediation
proceeding, their proposed choice of mediator, and the place of mediation.
In case both parties had a positive comment on the order, the IAS shall
communicate the proposed mediator and proposed place of mediation to
the parties and immediately schedule the meeting with the chosen mediator
for purposes of the mediation.
The comment-reply of the respective parties shall form part of any

prior mediation agreement.
In case any party failed to comments on the negative, the mediation

proceeding shall not proceed and the investigation shall continue.
4. SELECTION OF A MEDIATOR
4.2 Freedom to Select Mediator. The parties have the freedom to select their
mediator from the roster of personnel and officers of the BFP. The IAS
concerned shall then inform the person being requested as Mediator.

The NESFO shall act as mediator for all cases involving Non
Commissioned Officers in the National Headquarters. On the other
hand, the RESFO shall act as mediator for all cases involving Non
Commissioned Officers in the Regional Headquarters and lower level
offices/station.
The C, Chaplain of the National Headquarters shall act as the mediator

for all cases involving Commissioned Officers in case of default of
choice of mediator in such cases. Cases involving officers with the rank
of SSIPT and higher shall not be allowed to undergo mediation within
the BFP.
The President of the Civilian Employees Association shall act as the

mediator for all cases involving Non Uniformed Personnel in case of
default of choice of mediator in such cases.
374
The parties may also request the OADR to provide them with a list or
roster or the resumés of its certified mediators for a fee as provided by the
IRR of RA 9285. The OADR may be requested to inform the mediator of
his/her selection.
4.3 Replacement of Mediator. If the mediator selected is unable to act as

such for any reason, the parties may, upon being informed of such fact,
select another mediator.

4.4
Refusal or Mediator. If the mediator selected is unable to act as such for
any reason, the parties may, upon being informed of such fact, select
another mediator.
(a) If any of the parties so requests the mediator to withdraw;
(b) The mediator does not have the qualifications, training and
experience to enable him/her to meet the reasonable expectations of
the parties;
(c) Where the mediator’s impartiality is in question;
(d) If continuation of the process would violate any ethical standards;
(e) If the safety of any of the parties would be jeopardized;
(f) If the mediator is unable to provide effective service;
(g) In case of conflict of interest; and
(h) In any of the following instances, if the mediator is satisfied that:
(i) one or more of the parties is/are not acting in good faith;
(ii) the parties’ agreement would be illegal or involve the
commission of a crime;
(iii) continuing the dispute resolution would give rise to an
appearance of impropriety;
(iv) continuing with the process would cause significant harm to a
non-participating person or to the public; or
(v) continuing discussions would not be in the best interest of the
parties, their minor children or the dispute resolution process.
5. ETHICAL CONDUCT OF A MEDIATOR
5.2 Competence. It is not required that a mediator shall have special

qualifications by background or profession unless the special qualifications
of a mediator are required in the mediation agreement or by the mediation
parties.
5.3 Impartiality. A mediator shall maintain impartiality.
(a) Before accepting a mediation, an individual who is requested to serve

as a mediator shall:
(i) make an inquiry that is reasonable under the circumstances to

determine whether there are any known facts that a reasonable
375
individual would consider likely to affect the impartiality of the
mediator, including a financial or personal interest in the outcome
of the mediation and any existing or past relationship with a party
or foreseeable participant in the mediation; and
(ii) disclose to the mediation parties any such fact known or learned
as soon as is practical before accepting a mediation.
(b) If a mediator learns any fact described in paragraph (a) (i) of this
Article after accepting a mediation, the mediator shall disclose it as
soon as practicable to the mediation parties.
5.4 Confidentiality. A mediator shall keep in utmost confidence all confidential

information obtained in the course of the mediation process.
A mediator shall discuss issues of confidentiality with the mediation parties

before beginning the mediation process including limitations on the scope
of confidentiality and the extent of confidentiality provided in any private
sessions or caucuses that the mediator holds with a party.
5.5 Consent and Self-Determination.
(a) A mediator shall make reasonable efforts to ensure that each party
understands the nature and character of the mediation proceedings
including private caucuses, the issues, the available options, the
alternatives to non-settlement, and that each party is free and able
to make whatever choices he/she desires regarding participation in
mediation generally and regarding specific settlement options.
If a mediator believes that a party, who is not represented by

counsel, is unable to understand, or fully participate in, the mediation
proceedings for any reason. A mediator may either:

(i) limit the scope of the mediation proceedings in a manner consistent
with the party’s ability to participate, and/or recommend that the
party obtain appropriate assistance in order to continue with the
process; or
(ii) terminate the mediation proceedings.
(b) A mediator shall recognize and put in mind that the primary
responsibility of resolving a dispute and the shaping of a voluntary
and uncoerced settlement rests with the parties.
5.6 Separation of Mediation from Counseling and Legal advice.
376
(a) Except in evaluative mediation or when the parties so request, a
mediator shall:
(i) refrain from giving legal or technical advice and otherwise

engaging in counseling or advocacy; and
(ii) abstain from expressing his/her personal opinion on the rights and
duties of the parties and the merits of any proposal made.
(b) Where appropriate and where either or both parties are not represented
by counsel, a mediator shall:
(i) recommend that the parties seek outside professional advice to help
them make informed decision and to understand the implications
of any proposal; and
(ii) suggest that the parties seek independent legal and/or technical
advice before a settlement agreement is signed.
(c) Without the consent of all parties, and for a reasonable time under the
particular circumstance, a mediator who also practices another
profession shall not establish a professional relationship in that
other profession with one of the parties, or any person or entity, in a
substantially and factually related matter.
5.7 Promotion of Respect and Control of Abuse of Process. The mediator shall
encourage mutual respect between the parties, and shall take reasonable
steps, subject to the principle of self-determination, to limit abuses of the
mediation process.
5.8 Solicitation or Acceptance of any Gift. No mediator or any member of a

mediator’s immediate family or his/her agent shall request, solicit, receive
or accept any gift or any type of compensation other than the agreed fee
and expenses in connection with any matter coming before the mediator.
6. ROLE OF PARTIES AND THEIR COUNSELS
6.2. Designation of Counsel or any Person to Assist Mediation. Except as

otherwise provided by the ADR act or by these Rules, a party designate
a lawyer or any other person to provide assistance in the mediation. A
waiver of this right shall be made in writing by the party waiving it. A
waiver of Participation or legal representation may be rescinded at any
time.
6.3 Role of Counsel
(a) The lawyer shall view his/her role in mediation as a collaborator with
377
the other lawyer in working together toward the common goal of
helping their clients resolve their differences to their mutual advantage.
(b) The lawyer shall encourage and assist his/her client to actively
participate in positive discussions and cooperate in crafting an
agreement to resolve their dispute.
(c) The lawyer must assist his/her client to comprehend and appreciate
the mediation process and its benefits, as well as the client’s greater
personal responsibility for the success of mediation in resolving the
dispute.
(d) In preparing for participation in mediation, the lawyer shall confer and
discuss with his/her client the following:
(i) The mediation process as essentially a negotiation between

the parties assisted by their respective lawyers, and facilitated
by a mediator, the client’s heightened role in mediation and
responsibility for its success and explaining the role of the lawyer
in mediation proceedings.
(ii) The substance of the upcoming mediation, such as:

(aa) The substantive issues involved in the dispute and their
prioritization in terms of importance to his/her client’s real
interests and needs;
(bb) The study of the other party’s position in relation to the issues
with a view to understanding the underlying interests,
fears, concerns and needs;
(cc) The information or facts to be gathered or sought from the

other side or to be exchange that are necessary for informed
decision-making;
(dd) The possible options for settlement but stressing the need
to be open-minded about other possibilities; and
(ee) the best, worst and most likely alternatives to a non-

negotiated settlement.
6.4 Other Matters which the counsel shall do to Assist Mediation. The layer:
(a) shall give support to the mediator so that his/her client will fully
understand the rules and processes of mediation;
(b) shall impress upon his/her client the importance of speaking for
himself/herself and taking responsibility for making decisions during
the negotiations within the mediation process;
378
(c) may ask for a recess in order to give advice or suggestions to his/her
client in private, if he/she perceives that his/her client is unable to
bargain effectively;
(d) shall assist his/her client and the mediator put in writing the terms
of the settlement Agreement that the parties have entered into. The
lawyers shall see to it that the terms of the settlement agreement are
not contrary to law, morals, good customs, public order or public
policy.
6.5 Articles to be Considered in the Conduct of Mediation.
(a) The mediator shall not make untruthful or exaggerated claims about
the dispute resolution process, its costs and benefits, its outcome or
the mediator’s qualifications and abilities during the entire mediation
process.
(b) The mediator shall help the parties reach a satisfactory resolution of
their dispute but has no authority to impose a settlement on the parties.
(c) The parties shall personally appear for mediation an may be assisted
by a lawyer. A party may be represented by an agent who must have
fully authority to negotiate and settle and dispute.
(d) The mediation process shall, in general, consist of the following

stages:
(i) opening statement of the mediator;

(ii) individual narration by the parties;
(iii) exchange by the parties;
(iv) summary of issues;
(v) generation and evaluation of options; and
(vi) closure.
(e) The mediation proceeding shall be held in private. Persons, other than
the parties, their representatives and the mediator, may attend only
with the consent of all the parties.
(f) The mediation shall be closed.
(i) by the execution of a settlement agreement by the parties;

(ii) by the withdrawal of any party from mediation; and
(ii) by the written declaration of the mediator that any further effort
at mediator that any not be helpful.
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7. PLACE OF MEDIATION
7.2. Agreement of Parties on the Place of Mediation. The parties are free to
agree on the place of mediation. Failing such agreement, the place of
mediation shall be at the office of the chosen mediator.
8. ENFORCEMENT OF MEDIATED SETTLEMENT AGREEMENTS
8.2 Operative Principles to Guide Mediation. The mediation shall be guided by

the following operative principles:
(a) A settlement agreement following successful mediation shall

be prepared by the parties with the assistance of their respective
counsels, if any, and by the mediator. The parties and their respective
counsels shall endeavor to make the terms and condition of the
settlement agreement complete and to make adequate provisions for
the contingency of breach to avoid conflicting interpretations of the
agreement.
(b) The parties and their respective counsels, if any, shall sign the
settlement agreement. The mediator shall certify that he/she explained
the contents of the settlement agreement to the parties in a language
known to them.
(c) If the parties agree, the settlement agreement may be jointly deposited
by the parties or deposited by one party with prior notice to the other
party/ies with the clerk of court of the municipal Trial Court or
regional Trial Court (i) where any of the parties reside; or (ii) in the
National Capital Judicial Region. Where there is a need to enforce the
settlement agreement, a petition may be filed by any of the parties with
the court, in which case, the court shall proceed summarily to hear the
petition.
(d) If the party concerned failed to comply with the settlement agreement,
the case may be reopened for investigation until final determination of
the case.
9. CONFIDENTIALITY OF INFORMATION
9.2 Confidentiality of information. Information obtained through mediation

Proceedings shall be subject to the following principles and guidelines:
(a) Information obtained through mediation shall be privileged and

confidential.
(b) A party, mediator, or non-party participant may refuse to disclose
380
and may prevent any other person from disclosing a confidential
information.
(c) Confidential information shall not be subject to discovery and shall

be inadmissible in any adversarial proceeding, whether judicial or
quasi-judicial. However, evidence or information that is otherwise
admissible or subject to discovery does not become inadmissible or
protected from discovery solely by reason of its use in mediation.
(d) In such an adversarial proceeding, the following persons involved or

previously involved in a mediation may not be compelled to disclose
confidential information obtained during the mediation:
(i) the parties to the dispute;

(ii) the mediator or mediators;
(ii) the counsel for the parties;
(iv) the non-party participants;
(v) any person hired or engaged in connection with the mediation
as secretary, stenographer, clerk or assistant; and
(vi) any other person who obtains or possesses confidential
information by reason of his/her profession.
(e) The protections of the ADR Act shall continue to apply even if a
mediator is found to have failed to act impartially.
(f) A mediator may not be called to testify to provide confidential

information gathered in mediation. A mediator who is wrongfully
subpoenaed shall be reimbursed in the full cost of his/her attorney’s
fees and related expenses.
9.3 Waiver of confidentiality.
(a) A privilege arising from the confidentiality of information may be

waived in a record or orally during a proceeding by the mediator and
the mediation parties.
(b) With the consent of the mediation parties, a privilege arising from the
confidentiality of information may likewise be waived by a non-party
participant if the information is provided by such non-party participant.
(c) A person who discloses confidential information shall be precluded

from asserting the privilege under section 8.1 (Confidentiality of
Information) to bar disclosure of the rest of the information necessary
to a complete understanding of the previously disclosed information.
If a person suffers loss or damage as a result of the disclosure of the
381
confidential information, he/she shall be entitled to damages in a
judicial proceeding against the person who made the disclosure.
(d) A person who discloses or makes a representation about a mediation

is precluded from asserting the privilege mentioned in section 8.1 to
the extent that the communication prejudices another person in the
proceeding and it is necessary for the person prejudiced to respond to
the representation or disclosure.
9.4 Exceptions to the Privilege of Confidentiality of Information.
(a) There is no privilege against disclosure under section 8.1 in the

following instances:
(i) in an agreement evidenced by a record authenticated by all

parties to the agreement;
(ii) available to the public or made during a session of a mediation

which is open, or is required by law to be open, to the public;
(iii) a threat or statement of a plan to inflict bodily injury or commit a

crime of violence;
(iv) intentionally used to plan a crime, attempt to commit, or commit

a crime, or conceal an ongoing crime or criminal activity;
(v) sought or offered to prove or disproved abuse, neglect,

abandonment or exploitation in a proceeding in which a public
agency is protecting the interest of an individual protected by
law; but this exception does not apply where a child protection
matter is referred to mediation by a court or where a public
agency participates in the child protection mediation;
(vi) sought or offered to prove or disproved a claim or complaint of

professional misconduct or malpractice filed against a party, non-
party participant, or representative of a party based on conduct
occurring during a mediation.

(b) If a court or administrative agency finds, after a hearing in camera,
that the party seeking discovery of the proponent of the evidence has
shown that the evidence is not otherwise available, that there is a need
for the evidence that substantially outweighs the interest in protecting
confidentiality, and the mediation communication is sought or offered
in:
(i) a court proceeding involving a crime or felony; or
382
(ii) a proceeding to prove a claim or defense that under the law is
sufficient to reform to avoid a liability on a contract arising out of
the mediation.
(c) A mediator may not be compelled to provide evidence of a mediation

communication or testify in such proceeding.
(d) If a mediation communication is not privileged under an exception un

sub-section (a) or (b) hereof, only the portion of the communication
necessary for the application of the exception for non-disclosure may
be admitted. The admission of a particular evidence for the limited
purpose of an exception does not render that evidence, or any other
mediation communication, admissible for any other purpose.
9.5 Non-Reporting or Communication by Mediator. A mediator may not

make a report, assessment, evacuation, recommendation, finding or
other communication regarding a mediation to a court or agency or other
authority that make a ruling on a dispute that is the subject of a mediation,
except;
(a) to state that the mediation occurred or has terminated, or where a

settlement was reached; or
(b) as permitted to be closed under section 8.3 (Exceptions to the privilege

of confidentiality of information).
The parties may, by an agreement in writing, stipulate that the

settlement agreement shall be sealed and not disclosed to any third
party including the court. Such stipulation, however, shall not apply to
a proceeding to enforce or set aside the settlement agreement.
10. DECLARATION THAT MEDIATION IS NOT HELPFUL
10.2 Order of Termination and Pronouncement of Continuation of

Investigation. In Case of declaration by the mediator that any further
effort at mediation is not helpful pursuant to Section 6.4(f)(iii), the
mediator shall issue along with the declaration, an order terminating such
process and pronouncing the continuation of the investigation.
11. MISCELLANEOUS PROVISION
11.2. Resort to Other ADR System. The parties’ act of resorting to other modes
of ADR, other than mediation, such as, but not limited to, the compromise
agreement contemplated under section 55 of the RRACS, without the
intervention of the BFP shall recognized, provided that the case is among
383
those allowed to be settled under these Rules and the agreement therein
is not contrary to law, morals, good customs, public order policy.
12. REPEAL OR AMENDMENT, SEPARABILITY,

AND EFFECTIVITY
12.2 Repeal or Amendment. All previous Circulars, Standard Operating

Procedures, and other issuances insofar as they are inconsistent with this
Circular, are hereby repealed or amended, as the case may be.
12.3 Separability. If any provision of this circular is declared invalid

and unconstitutional by a competent court, the provisions thereof
which are not affected thereby shall continue to be in full force
and effect.
12.4 Effectivity. This Memorandum Circular shall take effect upon

approval.
Signed this 09 day of MAY 2017 at Quezon City, Philippines.
BOBBY V BARUELO
DIRECTOR (DSC) BFP
Fire Chief
384
04 APRIL 2019
Date
MEMORANDUM CIRCULAR
NUMBER 2019 - 003
SUBJECT: PHYSICAL CONDITIONING OF

BFP NHQ PERSONNEL
I. REFERENCES
a. Rule 1, Section 1, para A, sub-para 10 of the IRR of R.A. No. 9592;
b. CSC Memo Circular No. 8, s. 2011.
II. RATIONALE
The Bureau of Fire Protection adheres to the Civil Service Commission

requiring all agencies to adopt “The Great Filipino Workout” as an integral
part of the National Physical Fitness and Sports Development Program for
government personnel.
Regular exercise is a very important part of personal welfare in maintaining

a physically and mentally fit body needed for the rigors of the duties and
responsibilities of firefighters.
In this connection, sports activities not only complement the development

and maintenance of the physical fitness of our personnel, but also benefit their
well-being and improve interaction and social development.
III. PURPOSE
a. To keep the BFP personnel physically and mentally fit needed

in the performance of their duties;
385
b. To benefit the development of the agency through sports activities that
provide both leisure and physical fitness to BFP personnel to boost their
morale and productivity; and
c. To maintain physical fitness of BFP personnel to readily carry out their

respective duties and responsibilities and needed tasks that may arise.
a. Physical Conditioning – refers to the development of physical fitness

through the adaptation of the body and its various systems to an exercise
program.
b. Jiu-jitsu – a Japanese system of unarmed combat and physical training.
c. Judo – a sport of unarmed combat derived from jujitsu and intended to

train the body and mind. It involves using holds and leverage to unbalance
the opponent.
V. GUIDELINES
The BFP shall require all BFP NHQ personnel (uniformed and non-
uniformed) to engage and participate in the physical fitness activities that will
be programed throughout the year.
All BFP NHQ personnel shall participate in the various sports activities
and exercises to be conducted within the premises of the BFP National
Headquarters Building. All shall be required to participate in at least one
(1) activity throughout the year in order to provide the necessary fitness and
welfare benefits to its personnel.
a. Concept of Activities
a.1. Activities/Exercises
It shall compose of the following activities/exercises:
- Basketball - Zumba
- Volleyball - Dart
- Table Tennis - Judo/Jiu-jitsu
- Running - Cycling
a.2. Schedule
Basketball - Mondays, Wednesdays and Fridays

Volleyball - Tuesdays and Thursdays
386
Table Tennis - Tuesdays, Wednesdays and Thursdays
Zumba - Tuesdays and Thursdays
Dart - Wednesdays
Judo/Jiu-jitsu - Wednesdays
Running - Tuesdays and Thursdays
Cycling - Tuesdays and Thursdays
b. Tasks
b.1. Directorate for Personnel and Records Management
b.1.1. Facilitate the conduct and supervision of the physical

conditioning (sports activities and physical exercises) of
BFP personnel; and
b.1.2. Perform other tasks as directed.
b.2. Personnel Welfare Section (PWS)
b.2.1. Provide the necessary schedule for each team subject to the
recommendation/approval of DPRM; and
b.3. General Support Service (GSS)
b.3.1. Facilitate in the clearing of vehicles at the BFP NHQ

parking grounds to give way for the scheduled activity
thirty (30) minutes before the start of Basketball and/or
Volleyball games; and
c. Coordinating Instructions
c.1. Sports activities and exercises shall be done throughout the whole
year, five days a week except on days when BFP NHQ ground
floor and court is not available due to holiday of regular flag retreat
ceremony and other official events/activities.
c.2. Conduct of various sports activities and exercises will be

scheduled to each Directorate and Command Group to ensure
equal chances to all personnel / players.
c.3. Personnel of every BFP NHQ Directorate will spearhead in

leading the Zumba/Aerobics session based on specified schedule.
387
c.4. All scheduled sports activities/exercises shall start at 1600H
onwards within the BFP NHQ premises so as not to hamper
working operations commencing with a ten (10) minute warm-up
or stretching exercises.
c.5. All BFP personnel (uniformed and non-uniformed) not

participating in the sports activities shall be required to join
Zumba/Aerobics sessions on its aforementioned schedule.
c.6. All BFP personnel shall signify interest of joining in the sports
activities and exercises by affixing their name and signature
under specific game survey form to be consolidated for the
composition of various teams.
VI. TEAM DISTRIBUTION
a. Command Group and Directorates shall be distributed to six (6) teams,

to wit:
TEAM DIRECTORATE/S
Command Group A
Office of the Fire Chief
1 Chief Directorial Staff
Internal Affairs Service
Hearing Office
Legal Office
Chaplain Services
Public Information Services
Accounting Service
Finance Service
2 Command Group B
Office of the Deputy Chief for Administration
Office of the Deputy Chief for Operations
Health Services
Fire Control Operation Service
Arson Laboratory Service
General Support Service
Supply and Property Accountable Service
388
TEAM DIRECTORATE/S
3 Directorate for Personnel and Records Management
4 Directorate for Human Resource Development

Directorate for Comptrollership
5 Directorate for Logistics

Directorate for Plans
Directorate for Intelligence and Investigation
Directorate for Operations

6 Directorate for Fire Safety and Enforcement
Directorate for Communication and Information
b. Schedule of activities for Basketball, Volleyball and Table Tennis shall be as

follows:
Monday Team 1 vs Team 4

Week 1 Wednesday Team 2 vs Team 5
Friday Team 3 vs Team 6
Week 3
Wednesday Team 4 vs Team 3
Week 4 Monday Team 6 vs Team 4
Wednesday Team 1 vs Team 2
b.1. The schedule of games shall be posted on the BFP Bulletin

Board located at the ground Floor, BFP-NHQ; copies of which
shall likewise be provided to each participating team before
the scheduled game. It is emphasized that game schedules shall
be strictly observed.
389
b.2. In the case of unexpected event/circumstances where conduct of
scheduled games would be physically impossible to either or one
(1) of the teams, said game will be continued according to
schedule with the vacant team occupied by other available team
or personnel.
VII. EFFECTIVITY
LEONARD R BAÑAGO
FIRE DIRECTOR (DSC)
Chief, BFP
390
16 APRIL 2019
Date
MEMORANDUM CIRCULAR
NUMBER 2019-006
SUBJECT: PRESCRIBED GUIDELINES IN THE DISPOSITION

OF COMPLAINTS FILED IN THE BUREAU OF
FIRE PROTECTION (BFP) AGAINST BFP
OFFICERS WITH THE RANK OF SENIOR
SUPERINTENDENT
Rule 1
APPLICABILITY AND CONSTRUCTION
SECTION 1. Objective. To establish guidelines and procedures in the

disposition of complaints filed in the BFP against all Uniformed Personnel
of the Bureau of Fire Protection with the rank of Senior Superintendent (Fire
Senior Superintendent).
SECTION 2. Scope of Application. This set of policies and guideliens

shall only apply to all complaints for disciplinary administrative cases and
dropping from the rolls files in the BFP against Fire Senior Superintendent
consistent with 2017 Rules on Administrative Cases in the Civil Service
(2017 RACCS) and Republic Act No. 9263 and its Implementing Rules and
Regulations.
SECTION 3. Construction. These guideliens shall be liberally construed

in order to promte their objective in obtaining just, speedy, and inexpensive
disposition of administrative cases.
Administrative investigations shall be conducted without strict recourse to

technical rules of procedure and evidence applicable to judicial proceedings.
391
SECTION 4. Definition of Terms
a. Complaint - refers to disciplinary and non-disciplinary administrative

complaint brought before the BFP.
Disciplinary Administrative complaints refer to administrative offenses

with corresponding penalties classified into grave, less grave and light,
depending on their gravity or degravity and effects on the government
service.
Non-disciplinary complaint covered by this Circular only refers

to dropping from the rolls of BFP officers with the rank of Senior
Superintendent.
b. Disciplining Authority - refers to the person or body duly authorized

by law to impose the penalty provided for by laws, in this case, is the
Secretary of the Department of the Interior and Local Government1
(DILG).
c. Forum Shopping - refers to the filing of several administrative actions

or complaints either simultaneously or successively before agencies or
tribunals having concurrent jurisdiction over a case against the same
party involvin the same essential facts, circumstances, act, causes of
action or relief, and all raising substantially the same issue. Such case
can either be pending in, or already resolved adversely by, some other
tribunal agency.
d. Motu Proprio - refers to an action taken by the Secretary of the DILG

on his/her own initiative.
e. Person Complained of - refers to the person who is the subject of a

complaint but who is not yet issued a notice of charge or formal charge
by the disciplining authority.
f. Prima Facie Case - refers to the evidence which, if unexplained or

uncontradicted, is sufficient to sustain a judgment in favor of the issue
it supports, but which may be contradicted by other evidence.
1
Under Section 5, RA 9263, Fire Senior Superintendent is appointed by the Secretary of
the DILG upon recommendation of the Chief of the Bureau of Fire Protection.
Under Aguirre et al vs de Castro GR No. 127631, December 1999, it was ruled:

“Absent any contrary statutory provision, the power to appoint carries with it the
power to remove or to discipline.”
392
Rule 3
DISCIPLINARY CASES
SECTION 4. Who May Initiate. Administrative proceedings against

any Fire Senior Superintendent may be initiated by the Secretary of DILS motu
proprio or upon complaint of any other person.
SECTION 5. Requisites of a Valid Complaint. No complaint against

any Fire Senior Sjperintendent filed in the BFP shall be given due course unless
the same is in writing, subscribed and sworn to by the complainant. In cases
initiated by the Secretary of the DILG or his/her authorized representative, a
show dause order is sufficient.
The complainant shall be written in a clear, simple and concise language

and in a systematic manner as to apprise the person complained of, of the
nature and cause of the accusation and to enable the person complained of the
intelligently prepare a defense or answer/comment. Should there be more than
one person complained of, the complainant is required to submit additional
copies corresponding to the number of persons complained of.
The complaint shall contain the following:
a. full name and address of the complainant;

b. full name and address of the person complained of as well as his/her
position and office;
c. a narration of the relevant and material facts which shows the acts or
omissions allegedly ommitted;
d. certified true copies of documentary evidence and affidavits of his/her
witnesses; if any: and
e. certification or statement of non-forum shopping.
The absence of any of the aforementioned requirements may cause the

dismissal of the complaint without prejudice to its refiling upon compliance
with the same.
SECTION 12. Anonymous Copmplaint. No anonymous complaint

agaist a Fire Senior Superintendent shall be entertained by the BFP unless the
act complained of is of public knowledge or the allegations can be verified or
suppoetred by documentary or direct evidence.
SECTION 13. When and Where to File a Complaint. Except when

otherwise provided for by law, an administrative complaint may be filed
anytime with the BFP National Headquarters or directly to the DILG Central
Office.
393
SECTION 14. Complaints in Sexual Harrassment Cases. In secual
harassment cases against a Fire Senior Superintendent, the complaint may be
filed with the Committee on Decorum and Investigation (CODI) of the BFP
National Headquarters or directly to the DILG Main Office or to the Civil
Service Commission.
SECTION 15. Withdrawal of the Complaint. The withdrawal of the

complaint against a Fire Senior Superintendent does not result in its outright
dismissal or discharge of the person complained of from any administrative
liability.
SECTION 16. Action on the Complaint. Upon receipt by the BFP of

a complaint which is sufficient in form and substance, the BFP shall conduct
initial investigation. The Chief, BFP may create an investigating committee or
designate an investigator for such purpose.
In all cases, the BFP shall elevate the results of its investigation together
with its recommendation to the Secretary of the DILG to aid the latter in the
determination of the existence of prima facie case, and for the possible issuance
of Formal Charge against the person complained of.
Rule 4
NON-DISCIPLINARY CASE
SECTION 17. Dropping from the Rolls. Any Fire Senior Superintendent
who incurred Absence Without Office Leave2, or obtained Unsatisfactory or
Poor Performance rating(s)3, or may be declared Physical Unfit4 by reason
of illness or suffering from Mental Disorder5, may be dropped from the rolls.
After observance of notification6 requirements, the BFP shall recommend

the dropping from the rolls of a Fire Senior Superintendent to the Secretary
of the DILG. In all cases, the Secretary of the DILG shall sign the notice of
separation of a Fire Senior Superintendent.

2
Under Section 107 para (a), Rule 20 of 2017 RACCS
3
Under Section 107 para (b), Rule 20 of 2017 RACCS
4
Under Section 107 para (c), Rule 20 of 2017 RACCS
5
Under Section 107 para (a), Rule 20 of 2017 RACCS
6
Notice requirements under Section 107 para (a) to (c) in relation to Section 108, Rule 20
of 2017 RACCS to (a) AWOL (b) UNSATISFACTORY OR POOR PERFORMANCE -
Inform the officer of his/her unsatisfactory performance or poor rating with sufficient
warning that a succeeding unsatisfactory performance may warrant his/her dropping
from the rools; or (c) PHYSICAL UNFITNESS - notify the office and give brief
statement of the nature of his/her incapacity to work.
394
This Memorandum Circular takes effect immediately.
Done this 16TH APRIL 2019 at BFP National Headquarters, Agham Road,
Quezon City, Philippines.

FIRE DIRECTOR (DSC)
Chief, BFP
395
24 MAY 2019
Date
MEMORANDUM CIRCULAR
NUMBER 2019 - 011
POLICY FOR ON-THE-JOB (OJT) STUDENT TRAINEES IN

THE BUREAU OF FIRE PROTECTION
I. REFERENCES
A. Memorandum re: Formulation of Policy for On-the-Job (OJT) Student

Trainees in BFP Stations/Units, dated 15 February 2018;
B. Memorandum re: Reiteration of the Rules & Regulations for the On-the-
Job Training (OJT) Students dated 11 February 2018;
C. Commission on Higher Education Memorandum Order No. 104 series

of 2017, re: Revised Guidelines for Student Internship Program in the
Philippines (SIPP) for All Programs; and
D. DepEd Order No. 30 dated 05 June 2017, re: Guidelines for Work
Immersion.
II. SCOPE
This circular shall apply to all On-the-Job (OJT) Student Trainees

(hereinafter referred to as OJT) in all BFP stations/unit/offices and personnel.
Hence, this shall also be applicable to all Memorandum of Agreement signed
between the representing school and the Bureau of Fire Protection.
III. RATIONALE
On-the-Job (OJT) Student Trainees are usually immersed by the Bureau of

Fire Protection especially at Fire Stations. With this, it is a standard operating
396
procedure to have a policy that sets the duties, responsibilities and limitations
of the OJTs as well as the receiving personnel of the fire stations/ units of the
said trainees.
IV. OBJECTIVES
The program aims to acquaint OJTs with the following:
A. The review and other process of administrative and technical work of the
agency to which they are assigned;
B. The hands-on-training on research, writing, public services, fire
prevention and suppression and fire safety awareness;
C. The quality learning and exposure of Senior High School and Tertiary
Students by providing actual workplace experience while undergoing
practicum in the BFP;
D. The setting of standards, procedures, guidelines and limitations of
activities of the OJTs during the training.
E. The clear establishment of roles and responsibilities between the BFP
and accredited schools in providing protocols regarding different
situations that may arise during the OJT; and
F. Other matters relevant to their respective curriculum.
V. GUIDELINES
A. Accreditation of Schools. The program shall be only open to students

from schools included in the list approved by the Unit Chief/ Head
within their area of responsibility, hereinafter referred to as “accredited
schools.” A Letter of Request shall be submitted by the accredited
school administration and shall be addressed to the Chief/ Head of any
City/ Municipal Fire Stations/ Sub stations/ Provincial Fire Marshal
Offices/ Regional Offices and Central Office;
B. Admission requirements. All OJT students endorsed by their school for

OJT shall submit requirements to their respective City Fire Marshal/
Municipal Fire Marshal or Office/ Unit Head on or before the start of
their training. OJTs with incomplete requirements will not be accepted.
The requirements are the following:
i. Memorandum of Agreement (MOA) and Guidelines specifically

outlining the roles and responsibilities of all concerned parties,
training plan, learning objectives, and method of evaluation
between the school and BFP;
ii. Endorsement Letter with contact number of OJT coordinator/
adviser;
397
iii. Resume (original) with ID picture with nameplate (Signature
over printed name);
iv. Photocopy of enrollment/ registration form; and
v. Certification of good moral character.
C. Number of OJTs per sub-station/ fire station/ office. The maximum

number of OJTs allowed in sub-stations and fire stations shall be 5
OJTs per day while, a maximum of 10 OJTs per day in the PFM Offices/
Regional Offices/ Central Office, unless, for compelling reasons, a
higher number may be required as may be determined by the Head/
Chief/ Marshal/ Director of the respective stations or offices.
D. Workplace and working hours.
i. The OJTs shall work at the office/ station premises strictly during
regular office hours only, except with the express authority of the
supervising head/ chief/ marshal/ director;
ii. OJTs are not required to render duty of more than 8 hours per day
nor required to have a night shift duty. The day shift duty should
be strictly implemented by the City Fire Marshal/ Municipal Fire
Marshal or Office/Unit Head;
iii. OJTs are directed to come on time in complete OJT attire prescribed
by the school;
iv. OJTs must not leave the station or office/ unit assignment premises
during their entire duty unless with the express permission of the City
Fire Marshal/ Municipal Fire Marshal or office/unit head concerned;
and
v. OJTs should sign the Attendance Logbook before and after their
duty. OJTs who were late or absent will be reported to their school
and shall be required to render additional hours of internship
corresponding to the number of hours they were late or absent.
Incomplete number of hours of OJT according to school requirement
shall not be given a Certificate of Completion.
E. Scope of Training.
i. OJTs shall undergo a brief orientation program that will be conducted

by the Head/Chief/Marshal/Director of their respective stations
or offices/units in which to discuss this memorandum circular/
memorandum of agreement and other guidelines enforced by their
assigned units/stations or offices.
398
ii. OJTs shall not be engaged in any fire/ emergency responses nor shall
they be allowed to ride in any fire apparatus or ambulance during
such responses. It must be stressed that the Bureau of Fire Protection
does not assume any responsibility or liability to the OJTs should
any untoward incident transpire during fire/emergency responses.
However, under operational tasks OJTs may be allowed to join
programs, events and drills conducted by the Local Government Units
and the Bureau of Fire Protection provided that a waiver of informed
consent shall be executed between the student trainees, parents and
the school.
iii. OJTs under administrative work are not allowed to perform tasks not
included in their curriculum and scope of duty. Furthermore, they
are also prohibited to perform tasks that may damage or alter BFP
property/ equipment, system software, computer data and the like.
The student OJT shall be terminated from the training and will be
held liable to the incident that may arise.
iv. Every group of OJTs are required to submit to the Admin Branch
of the station or unit/office assignment of their respective area a
week-end narrative report of the activities conducted in their unit
assignments for the whole week. Said week- end narrative report shall
be signed by all of the OJTs and be noted by the concerned City Fire
Marshal/ Municipal Fire Marshal or Office/Unit Head; and
v. Access to records of the OJT may be granted or allowed under the

express authority of the concerned City Fire Marshal/ Municipal Fire
Marshal or Office/Unit Head. Records or documents shall not be
brought outside the premises of the station/office nor shall they be
shown to outside parties. Moreover, copying or reproduction of files
is also not allowed.
F. Code of conduct. The City Fire Marshal/ Municipal Fire Marshal/ unit
heads are reminded to perform strict supervision and control over OJTs
and to ensure that rules and regulations pertinent to the On-the-Job
Training are faithfully observed together with the above-mentioned
specific instructions, limitations and restrictions. Moreover, the OJTs
shall also observe and be bound by the BFP Firefighters Institutional
Regulations and Ethical Standards (BFP FIRES) which shall be explained
by their City Fire Marshal/ Municipal Fire Marshal / unit/ office heads;
G. Assessment and Rating. The City Fire Marshal/ Municipal Fire Marshal
/ unit/ office heads shall monitor and assess the progress of the OJTs
during the program, and shall give a final rating on and assessment
of their performance in accordance with the rating system of their
respective schools;
399
H. Accountability of records and office equipments. The OJTs shall be
accountable for and shall turn over all office records and materials
entrusted to their custody during the program, including electronic files
in their possession and office equipment involving their work. They shall
replace any damaged office equipment in their possession; and
I. Allowances. Due to budgetary constraints, the OJTs shall not receive

monetary compensation or any form of remuneration. Their meals and
snacks shall be at their own expense during the entire training.
VI. SANCTIONS AND PENALTIES
Non- compliance with this guidelines by the OJTs shall result in the
termination of the program and subject OJTs shall not be allowed to join any
program at any BFP unit nationwide. Any agency –imposed sanction shall be
without prejudice to the sanctions that the college/university may impose. Any
BFP personnel who shall violate this provision shall be dealt administratively.
All rules, regulations and other issuances, in whole or in part inconsistent

with these guidelines are repeated or modified accordingly.
VIII. EFFECTIVITY

FIRE DIRECTOR DSC)
Chief, BFP
400
04 JULY 2019
Date
MEMORANDUM CIRCULAR
NUMBER 2019-014
SUBJECT: BFP DRUG-FREE WORKPLACE POLICY
I. REFERENCES
a. Republic Act No. 9165 otherwise known as the Comprehensive

Dangerous Drug act of 2002;
b. Board Regulations issued by the Dangerous Drugs Board;
c. Existing BFP Comprehensive Administrative Disciplinary Machinery;
and
d. Civil Service Law, Rules and Regulations
II. POLICY STATEMENT
The Bureau of Fire Protection (BFP) recognizes the perilous effects of

dangerous drugs in the community of employers and employees. Among such
effects include among others, decreased productivity, increased accidents,
absenteeism, lapses in the performance of assigned task, criminality, etc. and
thereby, absolutely prohibits the use of dangerous drugs in and outside the
office by all personnel of the BFP.
In compliance with Board Regulation No. 13, series of 2018 of the

Dangerous Drugs Board which prescribes among others, the establishment
of a drug-free workplace policy in all government agencies, this “Drug-Free
Workplace Policy” is hereby created.
III. PURPOSE
This Policy aims to ensure a safe and healthy environment free from use
of dangerous drugs in all offices and stations of the BFP through the conduct
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of drug testing among its personnel, proscription of illegal acts related to
dangerous drugs and provision of sanctions for violation hereof.
IV. SCOPE AND COVERAGE
This policy shall be applicable to all uniformed personnel of the BFP

without distinction as to gender, rank and designation. While the non-
uniformed personnel will be subject to applicable CSC rules, regulations and
DDB Regulation No. 13, s. 2018, Contract of Service or Job Order employees
shall be bound to drug use policy clause in the contract.
V. DEFINITION OF TERMS
For purposes of this Policy:
A. Authorized Drug Test – the testing done by drug testing laboratories

accredited by the Department of Health (DOH). It shall employ, among
others, two (2) testing methods, the screening test which will determine
the positive result as well as the type of drug used, and the confirmatory
test, which will confirm a positive screening test.
B. Challenge Test – a drug test conducted as a result of a filed by a public

officer who tested positive for drug use in a confirmatory test in an
authorized drug testing activity.
C. Confirmatory Test – an analytical test using a device, tool or equipment

with a different chemical or physical principle that is more specific
which will validate and confirm the result of the screening test.
D. Contract Service / Job Order – refers to employment covered by a

contract pertaining to lump sum work or services such as janitorial,
security or consultancy services where no employer-employee
relationship exists; piece of work or intermittent job of short duration not
exceeding six (6) months on a daily basis; all of which are not covered by
the Civil Service Law, rules and regulations, but covered by Commission
on Audit rules; and the public officials or employees involved do not
enjoy the benefits received by the government employees, including,
but not limited to personal economic relief allowance, cost of living
allowance, and representation and travel allowance.
E. Dangerous Drug – include those listed in the Schedules annexed to the

1961 Single Convention on Narcotic Drugs, as amended by the 1972
Protocol, and in the Scheduled annexed to the 1971 Single Convention
on Psychotropic Substances as enumerated in the attached annex which
is an integral part of Republic Act No. 9165 or the Comprehensive
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Dangerous Drugs Act of 2002, as amended (the “Act”).
F. Drug Dependency Examination – refers to the examination conducted

by a physician accredited by the DOH to evaluate the extent of drug use
of a person and to determine whether he/she is a drug dependent or not,
which includes history taking, intake interview, determination of criteria
for drug dependency, mental and physical status, and the detection of
dangerous drugs in the body specimens through laboratory procedures.
G. Employee Assistance Program – a program that offers assistance to BFP

personnel (NUP or uniformed) who have alcohol or drug-related issues
and problems that may affect work performance.
H. Mandatory Drug Testing – compulsory submission of a public officer

or prospective employee to drug testing as mandated by RA 9165, CSC
Regulations or by the drug-free workplace program of the BFP.
I. Public Officer – Any person holding any public office in the Government
of the Republic of the Philippines, by virtue of an appointment, election,
or contract.
J. Random Drug Testing – drug testing where the selection process results
in equal probability that any employee from a group of employees will be
tested, and without any prior notice of the date and venue.
K. Screening Test – a rapid drug test performed to establish potential

or presumptive positive result. It results to the immunoassay test
to eliminate a “negative” specimen, i.e. one without the presence
of dangerous drugs, from further consideration and to identify the
presumptively positive specimen that requires confirmatory test.
L. Substance Use Disorder – Term used in Diagnostic Manual 5 which
combines categories of substance use, abuse and dependence into a single
disorder measured on a continuum from mild to severe. Each specific
substance is addressed as separate disorder and are diagnosed based on
the same overarching eleven (11) behavioral criteria. Clinicians ca also
add “in early remission”, “in sustained remission”, “on maintenance
therapy”, and “in controlled environment” in describing their diagnosis
which could either be in the following:
i. Mild SUD – a minimum of two (2) to three (3) criteria has been
met. Similar to experimental and occasional users;
ii. Moderate SUD – four (4) or five (5) criteria met which would
be similar to regular and habitual users; and
iii. Severe SUD – if six (6 or more symptoms/criteria have been
met which is about the equivalent to an abuser and substance
dependent individual.
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VI. GENERAL GUIDELINES
A. National Drug-Free Workplace Committee – There shall be a created

a National Drug-Free Workplace Committee of the Bureau of Fire
(National Committee for brevity which shall be composed of the
following:
Chairperson - Chief, BFP or Representative

Vice-Chairperson - Director, Directorate for Personnel and
Records Management (DPRM) or
Representative
Member - Director, Directorate for Operations or
Representative
Member - Director, Directorate for Intelligence and
Investigation or Representative
Member - Chief, Health Services Offices (HSO) or
Representative
B. Regional Drug-Free Workplace Committee – There shall be created a

Regional Drug-Free Workplace Committee (Regional Committee for
brevity) in all BFP Regions which shall be compose of the following:
Chairperson - Regional Director of the Bureau of Fire

Protection or Representative
Vice-Chairperson - Chief, Personnel and Records
Management Division or Representative
Member - Chief, Regional Operations Division or
Representative
Member - Chief, Regional Intelligence Division or
Representative
Member - Chief, Regional Health Services Unit or
Representative
C. Duties and Responsibilities of the National and Regional Committees
The Committee shall undertake the following duties and responsibilities:
1. To oversee the formulation and implementation of the drug-free

workplace policy of the Bureau of Fire.
2. Create an Assessment Team (Team) composed of personnel with

educational and training backgrounds on medicine, psychology, social
work and human resource administration. The team shall assist in the
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conduct of substance abuse awareness and prevention programs. The
members of the team shall undergo regular training.
3. Initiate continuing education and awareness program for all

uniformed and non-uniformed personnel of the Bureau of Fire; and
4. Initiate and adopt value formation, family enhancement such as other

related and relevant programs.
5. To take initial action on the drug testing result conducted by

Philippine Drug Enforcement Agency (PDEA) or other law enforcement
agencies, as well as take appropriate action on BFP personnel involved in
drug buy-bust operation/entrapment and those who refuse and/or evade
mandatory drug-test without justifiable grounds.
6. To facilitate the procedures in handling a positive result after the

confirmation test (challenge test), prior indorsement to the Internal
Affairs Service for the latter’s appropriate action.
The Regional Committee shall directly implement the provisions of this
policy in its area of responsibility (AOR) while the National Committee
shall be in charge with the over-all implementation of this policy
nationwide.
VII. GUIDELINES IN THE CONDUCT OF THE AUTHORIZED

DRUG TEST
1. Procedure in the Conduct of Random Drug Test in the Workplace
a. The National or Regional Drug-Free Workplace Committee will

notify the randomly selected personnel to proceed to the BFP-NHQ
Health Service Office or BFP Regional Health Service Unit, as
the case may be, who in turn, will accompany them to the drug-
testing laboratory where the test will be conducted.
b. On-site drug test in stations/offices may also be made by the

committees. In such a case, the presence of any qualified
employee/s of a drug-testing laboratory of the government or
accredited by the DOH shall be required.
c. The selected personnel must immediately report for the drug test.
Thus, the date of the drug testing in the notice should be the
same date such notice was tendered to the selected personnel.
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d. The test shall only be conducted by any drug-testing laboratory
accredited by the DOH for the screening test, which shall be
conducted in the following manner:
i. The selected personnel will fill out and sign the consent
and chain of custody form issued to them.
ii. The urine specimen bottles must be properly labeled to

contain the name, ID number employment number,
rank, designation, date and time when the urine sample
was taken.
iii. The taking of the urine sample must be done I an area

where manipulation (e.g. adding water) is not possible.
iv. The urine specimen/sample which tested positive after

the screening test must be properly labeled and must be
kept separately from the samples that tested negative
for dangerous drugs.
v. All urine samples tested positive must be submitted for

confirmatory testing to a laboratory having the
confirmatory capability using the same urine sample.
e. After the confirmatory test, the same urine sample must be kept
for the purpose of challenging the result.
f. After the test is conducted, a drug test result shall be issued by

the drug testing laboratory directly to the Head of the office or
agency and not to the person so tested. For this purpose, in case
the drug test is initiated by the National Committee, the drug
testing laboratory must directly submit the result to the Office of
the Chief, BFP, or to the Office of the Regional Director of the
BFP in case the drug test is initiated by the Regional Committee.
The same result must be signed by the authorized signatory of the
laboratory, the personnel concerned and a witness.
g. In case of negative drug test result, no further action is needed.
2. Procedure in handling a positive result after Confirmatory Test
A positive drug test result from the confirmatory test shall

immediately be known to the Chief, BFP, or the Chairperson of the
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Drug-Free Workplace Committee, who shall notify the personnel
concerned. The personnel shall have fifteen (15) days from receipt
of notice challenge the result of the confirmatory test. Using the
same specimen, a challenge test shall be conducted by a drug testing
laboratory accredited by the DOH. All expenses incurred in the
conduct of the challenge shall be borne by the concerned personnel.
The drug testing laboratory which conducted the confirmatory
test shall be properly notified by the Chairperson of the Drug-Free
Workplace Committee, as regards the receipt of notice to the personnel
concerned. By this purpose, the subject drug testing laboratory shall
not discard the sample specimen of the personnel found positive after
confirmatory test, unless said personnel fails to file a challenge on the
said confirmatory test result within fifteen (15) days upon receipt of
such notice. Likewise, the BFP may request that specimen samples
of personnel found positive after the confirmatory test be kept up to
a maximum period of one (1) year, as provided by regulations of the
DDB.
A positive result from the challenge test is deemed final and the
personnel concerned shall be subjected to administrative proceedings.
Failure to file a challenge within the prescribed period shall make the
positive drug test from the confirmatory drug test final. The BFP shall
then take appropriate action.
3. Confidentiality of records.
a. All drug test result and records shall strictly be held confidential,
and shall be attached to the 201 file of the personnel.
b. BFP personnel and/or any person who intentionally or

unintentionally breach the confidentiality of any drug test result
shall be charged in accordance with Section 72 of RA 9165.
4. Funding/Cost Requirements
The cost of the drug testing shall be funded by the BFP. For this
purpose, the fund/cost requirements for the conduct of drug testing of
all personnel must be included in the yearly budgetary appropriation
of the BFP.
Nevertheless, support in the form of approving drug-test equipment/
paraphernalia or financial assistance by the Local Government Units
or other entities may be allowed as long the same may not compromise
the process of drug-testing.
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VIII. EMPLOYEE ASSISTANCE PROGRAM
A BFP personnel, prior to the conduct of authorized drug testing, may seek
proper intervention in coordination with the Employee Assistance Program,
which shall provide referrals and additional services to the personnel concerned.
A drug dependency examination shall be conducted in order to determine the
level of Substance Use Disorder and the applicable intervention.
This type of assistance shall not apply to BFP Personnel who are found to
be positive for drug use after the conduct of a confirmatory test in an authorized
drug testing activity.
This Assessment Team shall be actively involved in the implementation of

the Employee Assistance Program.
IX. MISCELLANEOUS PROVISIONS
1. The Drug Testing Program of the BFP shall be made known to all
uniformed and non-uniformed personnel of the BFP. The purpose of
which is not to harass but rather prevent the entry of illegal drugs and the
abuse thereof in the BFP. For this purpose, a copy of this policy shall be
distributed to every uniformed and non-uniformed personnel of the BFP.
2. Pre-Employment Drug Testing
Mandatory drug testing shall remain a requirement for initial entry to

government service. Any applicant found positive for drug use shall be denied
entry to government service.
X. MONITORING AND SUPERVISION
The Regional Committee of every BPF Regional Office shall submit

a report on drug testing activities conducted on personnel within its area of
responsibility (AOR) after one month from the date of effectivity of this policy.
Subsequent reports shall be submitted to the Directorate for Operations, copy
furnished the BFP-NHQ Health Services (HS), every 25TH of June and every
15th December of the calendar year.
XI. PENAL CLAUSE AND SANCTIONS
1. Failure to abide by the provisions of this Policy which is being

implemented pursuant to pertinent DDB Board Regulations, shall be
penalized with the sanctions embodied in Sec 32, Article II of R.A. 9165
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without prejudices to the filing of administrative change violation of
reasonable office rules and regulations pursuant to 2017 RACCS.
2. Any personnel who refuses, without any valid reason, to submit himself/
herself to authorized drug testing, or is found positive for drug after the
conduct of confirmatory test in an authorized activity shall be charged
with the administrative offense of grave misconduct.
3. Any personnel found to have tampered the result of a drug test

interfered with the conduct of the drug test results, or violated rules
of confidentiality of records shall be charged with the administrative
offense of Grave Misconduct without prejudice to the filing of a case for
violation of Sec 32, Article II of the Act.
4. Any personnel who violated the provisions of Article II of the Act shall
be charge with the administrative offense of Grave Misconduct or face
disciplinary sanctions without prejudices to the filing of criminal charges
under the Act and other relevant laws.
XII. SEPABILIT Y CLAUSE
In the event that any provision or part of this policy is declared invalid by
competent authority, all other provisions not affected by such declaration shall
remain valid and effective.
XIII. REPEALING CLAUSE
All other existing issuances that are inconsistent with this policy are hereby
amended or modified accordingly.
XIV. EFFECTIVITY
This Circular shall take effect fifteen (15) days after its filing and
registration at the University of the Philippines Law Center in consonance
with Sections 3 and 4, Chapter 2, Book II Executive Order No. 292, otherwise
known as the “The Administrative Code” of 1987.

FIRE DIRECTOR (DSC)
Chief, BFP
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05 AUGUST 2019
Date
MEMORANDUM CIRCULAR
NUMBER 2019 - 017
SUBJECT: 2019 AMENDED POLICY ON BFP HEALTH

AND FITNESS PROGRAM

I. REFERENCES
a. Rule 1, Section 1, para A, sub-para 10 of the IRR of R.A. of No, 9592

b. CSC Memo Circular No. 8, s. 2011;
c. Memorandum dated 05 November 2015 issued by the Chief, BFP re:
BFP Health and Wellness Program;
d. BFP Memorandum Circular No. 2016-004 dated 18, February 2016 re:
BFP Health and Wellness Program;
e. BFP Memorandum Circular No. 2016-12 dated 14 July 2016 re:
Amended Policy on BFP Health and Fitness Program;
f. BFP Memorandum Circular No. 2017-006 dated 05 June
2017 re; Amendment of BFP 2016-012, re: Amended Policy on BFP
Health and Fitness Program.
II. RATIONALE
The BFP Officers and Personnel adhere to the Civil Service Commission
requiring all agencies to adopt “The Great Filipino Work out” as an Integral
part of the National Physical Fitness and Sports Development Program for
government personnel. Thus, the BFP Health and Fitness Program is geared to
achieve this principle to develop a healthy and alert workplace.
The Physical Fitness Test (PFT) will be conducted semi-annually,

specifically every June and December of the year according to age group. BFP
uniformed personnel are expected to meet or exceed the minimum required
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passing grade. The passing raw score will be equivalent to a grade of 70%.
The PFT will be conducted at the BFP NHQ, Regional Offices and District/
Provincial Offices nationwide.
The Health/Medical Assessment will be conducted every month of

November of the year to all BFP personnel (uniformed and non-uniformed).
The Health Service, BFP NHQ will evaluate and consolidate the medical result
of all BFP personnel nationwide and incorporate said results in their personnel
data records through the Regional Offices to be updated annually.
In addition to the Physical Fitness Test and Health/Medical Assessment,

regular sports activities are also encouraged as part of the BFP physical
conditioning.
Thus, the BFP Health and Fitness Program is design to complement the
sport activities in the BFP in developing, as well as maintaining the physical
fitness and well-being of every BFP uniformed and non-uniformed personnel.
III. PURPOSE
a. To maintain the physical fitness of BFP personnel at par with the

standards of other firefighter around the world;
b. To keep the BFP uniformed personnel physically and mentally fit to

readily carry out the rigorous duties and obligations that firefighters
are called upon to perform;
c. To support and contribute to the promotion and enhancement of

Physical Fitness Program of the government;
d. To detect and identify health risk Factors affecting BFP uniformed and
non-uniformed personnel;
e. To monitor and manage the health of BFP uniformed and non-uniformed

personnel who might be afflicted with infectious or chronic disease
that might be physically detrimental to himself and the community;
and
f. To ensure efficiency and uniformly in the conduct of physical and

medical examinations and reporting of its finding.
a. BFP uniformed personnel – refers to Fire Commissioned Officers

(FCOs) and Fire Non-Commissioned Officers (FNCOs) of the BFP in
the active service.
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b. Body Mass Index (BMI) – is a measure of body fat based on height
and weight that applies to both men and women.
c. Electrocardiogram (ECG) – diagnostic tool that is routinely used to

assess the electrical and muscular function of the heart.
d. P1 – personnel categories as P1 has good muscular development with

the ability to perform maximum effort for indefinite period. May
withstand the rigors of prolonged fire operation work. May engage
in fatiguing work.
e. P2 – may be exposed to rigors of work for prolonged period. The same

as those categories as P1, but may have minor defects, light or slight
limitation of movement, may perform normal duties and can cope with
the requirements of work.
f. P3 – unable to perform full effort except for brief or moderate period,

may have medical conditions or physical defect that may require
significant limitations. Have the ability to perform at least eight (8)
hours of duty per day with rest.
g. P4 – functional level below the standards of the first three (3)

classifications and may have one (1) or more medical conditions.
h. Physical Fitness Test (PFT) – refers to method evaluating the physical

condition of BFP members is terms of stamina, strength, speed and
agility.
i. Health/Medical Assessment – an evaluation of the health status of

an individual by performing a physical examination after obtaining a
health history. Various laboratory tests may also be ordered to confirm
or rule out a clinical impression or to screen for dysfunction.
j. Chronic Disease – a disease that persist for a long time lasting 3

months or more.
k. Treadmill Stress Test – involve walking on a treadmill which one’s

heart rhythm, blood pressure and breathing are monitored.
l. Pre-Medical Evaluation – involves taking of blood pressure and pulse

rate accompanied by a series of inquiry by a BFP Medical Officer to
ensure that the personnel is fit to undergo the PFT.
V. GUIDELINES
The BFP shall require all BFP personnel (uniformed and non-uniformed) to
undergo the Health/Medical Assessment every month of November of the year.
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The BFP shall also require all uniformed personnel to undergo the Physical
Fitness Test (PFT) to be conducted semi-annually, specifically every June and
December of the year. The Medical Officer will be in-charge in the pre-medical
evaluation to determine who will qualify in the said activity using “GO” or
“NO GO” status only.
All BFP uniformed personnel marked as “GO” shall undergo the PFT
according to age group and perform all the needed task/exercises completely.
“NO GO” status shall be given to BFP personnel with temporary disabilities
or other health/medical conditions that may excuse them from undergoing said
activity and shall be determined only by the concerned/designated Medical
Officer. Pregnant BFP personnel shall be required to submit pregnancy test
result to the office of the Health Service to be exempted from PFT requirements.
All BFP non-uniformed personnel (NUP) shall be example in the

performance of PFT.
The Tactical Committee/Officers shall be in-charge in the conduct and

supervision of activities and exercises and shall determine if the personnel
passed or failed the PFT in the provided physical fitness form.
a. Concept of Operations
a. 1 Physical Fitness Test (PFT)
a. 1.1. All BFP Uniformed personnel shall be required to

undergo the Physical Fitness Test (PFT) following the
standards set within the specified age group.
a. 1.2. Personnel welfare Section (PWS) Regional Admin

Division shall designate the Tactical Committee in the
conduct and supervision of the PFT of their respective
personnel together with the Health Service or Regional
Health District/Provincial Offices at venues that may
be designated by their respective Tactical Committee
taking into consideration the safety of their personnel.
a. 1.3. Pre-medical evaluation is required before taking the

PFT, to wit:
- Blood Pressure (BP)
- Body Mass Index (BMI)
- Abdominal Girth (measurement from navel to
navel)
a.1.4. The Result of PFT of BFP Officers and personnel

preceding his/her application for promotion shall be
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used as basis by the promotion Section/ Administrative
Division/ HRMPSB Secretariat in the pre-qualification
procedure for promotion.
a.2 Health/Medical Assessment
a. 2.1 All BFP uniformed and non-uniformed personnel shall

be required to undergo the Health/Medical Assessment
which will be conducted every November of the year.
Said assessment will be conducted at the BFP-NHQ.
Regional Offices and/or District/Provincial Offices. All
laboratory procedures not available at any BFP health
facilities shall be referred by the BFP Medical Officer
to any Department of Health (DOH) or government
accredited laboratories. It should be composed of the
following as maybe recommended by the examining
Medical Officer.
a.2.1.a Physical Examination
a.2.1.b Dental Examination
a.2.1.c Laboratory Examination (if warranted)
- Chest X-ray
- Electrocardiogram (ECG)
- Complete Blood Test
- Hepatitis-B examination
- Fasting Blood Sugar (FBS), Cholesterol
- Urinalysis
- Hemoglobin A1c (HBa1c)
- Lipid Profile
- Drug Test
a.2.2. BFP uniformed and non-uniformed personnel with

abnormal results shall be advised to report back to the
Health Service/Regional Health Service for further
evaluation work-up, treatment program and health
monitoring.
a.2.3. BFP uniformed and non-uniformed personnel reporting

for Health/Medical Assessment shall bring with them all
pertinent medical examination results (if any) and other
documents needed in the conduct of Health/Medical
Assessment. They shall be in prescribed uniform.
a.2.4 Responsible medical/health facility must provide the

laboratory results within three (3) days from the date
of procedure. Drug test results must be provided within
twenty four (24) hours with a three (2) days grace
period for confirmatory results, as the case may be.
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a.2.5. As determined by the BFP Medical Officer, BFP
personnel categorized as P3 with less than 20 years in
service shall have the option to choose continued service
to the bureau but will not be allowed to hold key offices
and will not be included in any promotion of he/she
may apply for TPPD/optional Service and P4 shall be
recommended for TPPD of Optional Retirement.
a.2.6. The result of Health/Medical Assessment can be used

by BFP Officers and personnel preceding his/her
application for promotion and training which shall be
used as basis by the Promotion Section/ Administrative
Division/ HRMPSB Secretariat/Skills. Development &
Specialization Section as long as said result is within its
validity period.
b. Tasks
b.1 Tactical Committee
b1.1 Facilitate the conduct and supervision of PFT subject

to the recommendation/designation of approving
authority;
b.1.2. Designate the appropriate venue, date and time of PFT

taking into consideration the safety of their personnel;
b.1.3 Coordinate with Health Service/Regional Health Service

regarding the health condition of BFP personnel; and
b1.4. Perform other tasks as directed.
b.2 Regional Admin Division/Personnel Welfare Section (PWS)
b.2.1. Perform Secretariat functions during the conduct of

PFT;
b.2.2. Maintain Physical Fitness (PFT) database profile of

BFP uniformed personnel (consolidated results shall
be submitted by Regional Admin Division to Personnel
Welfare Section, NFP-NHQ); and
b.3 Health Service/Regional Health Service
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b.3.1. In-charge in the implementation/conduct of Health/
Medical Assessment annually and all necessary
procedures in providing any Department of Health
(DOH) or government accredited laboratories for
laboratory process/service not available at any BFP
health facilities;
b.3.2. Conduct pre-medical evaluation for the preparation of

health condition report of personnel prior to scheduled
PFT;
b.3.3 Monitoring of personnel during the conduct of PFT;
b.3.4. Maintain Health/Medical Assessment database profile

of BFP personnel (Regional Health Service will
submit medical Profiles to Health Service, BFP
NHQ annually); and
b.4 Chief, PIS
b.4.1. Provide media/photo and press releases during the

conduct of PFT;
b.5 Regional Directors and District/Municipal Fire Marshals
b.5.1 Spearhead the conduct of PFT and Health/Medical

Assessment to their uniformed personnel; and
c. Coordination Instructions
c.1 Personnel on Detail Service (DS) shall undergo the PFT and
Health/Medical Assessment at the BFP NHQ.
c.2 District / Provincial Officers shall be in-charge with their respective

City/Municipal Stations in the conduct of PFT and Health/Medical
Assessment.
c.3 Personnel who applied for optional retirement shall be exempted

from undergoing PFT upon approval by the Chief, BFP.
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c.4 Regional and/or District/Provincial Offices may set their respective
schedule of the Health/Medical Assessment and PFT if there are
no immediate medical Officer assigned/available in their AOR.
VI. PHYSICAL FITNESS TEST (PFT)

BREAKDOWN STRUCTURE
TIME/
EVENT AGE MALE FEMALE
DISTANCE
12 – 29 min. 28 push-ups min. 12 push-ups
Push-ups 30 – 39 min. 21 push-ups min. 8 push-ups
1 minute
50 – above min. 7 push-ups min. 5 push-ups

Sit-ups 1 minute
50 – above min. 7 push-ups min. 5 push-ups
21 – 29 3 km.
Endurance
Run 30 – 39 2 km.
40 – above Jogging / Walking 1 km.
21 – 29
2 1/2 hose
Hose Carry 30 – 39
1 1/2 hose 50 meters
(Walking) 40 – 49
1 1/2 hose
50 – above
* no performance = zero points

a. Points and Percentages
a.1 Push-up and Sit-up

(Age: 21 – 29)
Male Female Points

58-60 32-33 20
55-57 30-30 19.5
52-54 28-29 19
49-51 26-27 18.5
46-48 24-25 18
43-45 22-23 17.5
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Male Female Points
40-42 20-21 17
37-39 18-19 16
34-36 16-17 16
31-33 14-15 15.5
28-30 12-13 15
25-27 10-11 14.5
22-24 8-9 14
19-21 6-7 13.5
16-18 4-5 13
12-15 2-3 12.5
10-12 1 12
7-9 11.5
4-6 11
Male Female Points

36-38 23-25 20
33-35 20-22 19
30-32 17-19 18
27-29 14-16 17
24-26 11-13 16
21-23 8-10 15
18-20 5-7 14
15-17 3-4 13
12-14 1-2 12
9-11 11
6-8 10
3-5 9
1-2 8
Male Female Points

20-21 14-15 20
18-19 12-13 19
16-17 10-11 18
14-15 8-9 17
12-13 6-7 16
10-11 4-5 15
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Male Female Points
8-9 3 14
6-7 2 .13
4-5 1 12
1-3 11
(Age: 40 – 49)
(Age: 50 – above)
Male Female Points

12 9 20
11 8 19
10 7 18
9 6 17
8 5 16
7 4 15
6 3 14
5 2 .13
4 1 12
3 11
2 10
1 9
a.2 Endurance Run
(Age: 21 – 29) (Distance: 3 km)
Male Female Points

15 min 18 min 40
15 min & 15 sec 18 min & 15 sec 39
15 min & 30 sec 18 min & 30 sec 38
15 min & 45 sec 18 min & 45 sec 37
16 min 19 min 36
16 min & 15 sec 19 min & 15 sec 35
16 min & 30 sec 19 min & 30 sec 34
16 min & 45 sec 19 min & 45 sec 33
17 min 20 min 32
17 min & 15 sec 20 min & 15 sec 31
419
Male Female Points
17 min & 30 sec 20 min & 30 sec 30
17 min & 45 sec 20 min & 45 sec 29
18 min 21 min 28
18 min & 15 sec 21 min & 15 sec 27
18 min & 30 sec 21 min & 30 sec 26
18 min & 45 sec 21 min & 45 sec 25
19 min 22 min 24
(Age: 30 – 39) (Distance: 2 km.)
Male Female Points

15 min 18 min 40
15 min & 15 sec 18 min & 15 sec 39
15 min & 30 sec 18 min & 30 sec 38
15 min & 45 sec 18 min & 45 sec 37
16 min 19 min 36
16 min & 15 sec 19 min & 15 sec 35
16 min & 30 sec 19 min & 30 sec 34
16 min & 45 sec 19 min & 45 sec 33
17 min 20 min 32
17 min & 15 sec 20 min & 15 sec 31
17 min & 30 sec 20 min & 30 sec 30
17 min & 45 sec 20 min & 45 sec 29
18 min 21 min 28
18 min & 15 sec 21 min & 15 sec 27
18 min & 30 sec 21 min & 30 sec 26
18 min & 45 sec 21 min & 45 sec 25
19 min 22 min 24
(Age: 40 – above) (Distance: 1km.)
Male and Female Jogging/Walking
420
a.3 Hose Carry (Distance: 50 meters)
(Age 21 – 29)
Male Female Points

15 sec 18 sec 20
16 19 19
17 20 18
18 21 17
19 22 16
20 23 15
21 24 14
22 25 13
23 26 12
24 27 11
24 28 10
25 29 9
(Age 30 – 39)
Male Female Points

18 sec 21 sec 20
19 22 19
20 23 18
21 24 17
22 25 16
23 26 15
24 27 14
25 28 13
26 29 12
27 30 11
28 31 10
421
( Age: 40 – 49)
Male Female Points

21 sec 24 sec 20
22 25 19
23 26 18
24 27 17
25 28 16
26 29 15
27 30 14
28 31 13
29 32 12
30 33 11
31 34 10
(Age: 50 – above)
Male Female Points

24 sec 27sec 20
25 28 19
26 29 18
27 30 17
28 31 16
29 32 15
30 33 14
31 34 13
32 35 12
33 36 11
34 37 10
422
VII. SANCTION
a. BFP uniformed personnel who failed to pass the Physical Fitness Test
for two (2) consecutive times shall be disqualified in applying for
promotion, until such time that they can meet said condition.
b. BFP uniformed personnel who failed to perform the Physical Fitness

Test for two (2) consecutive times shall be subject to administrative
case as prescribed in Rule 10 Section 50 of the 2017 Rules on
Administrative Cases in the Civil Service (2017 RACCS) as determined
by the approving authority.
c. Failure to pass, failure to perform being marked as “NO GO” (any of

each) for two (2) consecutive PFTs shall also constitute disqualification
for promotion until such time that said requirement can be met.
d. BFP uniformed personnel with two (2) consecutive “NO GO” status,
for reasons falling under the category prescribed in Article I, Section
1, Permanent Physical Disability, of Resolution No. 2001-01 dated 14
September 2001, shall be recommended for TPPD as Determined by
the Heath Service/ Regional Health Service.
VIII. FUNDING
The funding requirement shall be charged against the BFP annual

Appropriations.
IX. RESCISSION
All rules, regulations and other issuances, or portions thereof,

inconsistent with this circular are repealed or modified accordingly.
X. EFFECTIVITY

FIRE DIRECTOR (DSC)
Chief, BFP
423
17 SEPTEMBER 2019
Date
MEMORANDUM CIRCULAR
NUMBER 2019 - 021
SUBJECT: GUIDELINES IN THE DISSEMINATION OF

COMMUNICATION IN THE BUREAU OF FIRE
PROTECTION NATIONAL HEADQUARTERS (BFP
NHQ)
I. REFERENCES:
a. Bureau Order No. DSG-2019-083 dated 22 August 2019; and

b. Bureau of Fire Protection Organizational Structure.
II. SCOPE
This Memorandum Circular shall cover all signed Memorandum Circulars,

Administrative Issuances and communications signed by the Chief, BFP,
Deputy Chief for Administration (DCA), Deputy Chief for Operation (DCO),
and Chief Directorial Staff (CDS), which are for dissemination in the BFP
NHQ.
III. RATIONALE
The policy aims to:
a. Establish clear guidelines and procedure in the dissemination of

the communication in the BFP NHQ;
b. Provide a framework ensuring that all communication shall be

received by the concerned officer/personnel;
c. Define accountability and responsibility in every stage of the

dissemination process; and
424
d. Ensure maximum utilization of resources with the end in view of
producing more output with the least cost to the government.
IV. OBJECTIVE
The Objectives of this Policy are:
a. Raise awareness and understanding among all officers and

personnel on the proper dissemination of communication;
b. Provide a friendly and practical system of dissemination of

communication;
c. Clarify the roles and responsibility of the officers and personnel

directly in charge in the dissemination of the communication; and
d. Ensure that all communication shall be received by the concerned

officer/personnel on time.
V. DEFINITION OF TERMS:
Communication – refers to Memorandum and other similar Administrative

Issuances signed by the Chief, BFP, Deputy Chief for Administration
(DCA), Deputy Chief for Operation (DCO), and Chief Directorial Staff
(CDS) which are for dissemination in the BFP NHQ.
Receiving Office – refers to the office being furnished by the ORS with the
communication
.
Receiving Personnel – refers to personnel designated to receive incoming
communication such as:
- Customer Relation Officer (CRO);
- Admin Clerk
- Incoming/Outgoing Clerk or
- Any office personnel available to receive to receive the
communication.
VI. GUIDELINES
1. The Office of the Records Section (ORS) under the Personnel Records
Management Division (PRMD), Directorate for Personnel and
Records Management (DPRM), is the office primarily responsible in
the dissemination of communication.
425
2. Communication regardless of source/origin of document shall be directly
forwarded to the ORS for proper disposition and dissemination, if
possible twenty-four (24) hours upon receipt. For communication
received before closing of office hours falling on Friday or working
days following holidays, it shall be disseminated on the next working
day. However, urgent communication received on the aforementioned
time shall be immediately disseminated. It also applies to the receiving
office/personnel.
3. The Bureau Order processor of the ORS or his/her alternate Records

Personnel is in-charge in the dissemination of the communication.
He/she shall record/log and maintain a receiving log-book for
monitoring purposes and afterwards, reproduce a clear photocopy of
communication for dissemination.
4. Original copy of the communication shall be filed at the ORS while

all supporting documents shall be returned to the originating office
together with a photocopy of the communication.
5. The Bureau Order processor or his/her alternate Records Personnel

shall disseminate the communication by furnishing a photocopy to the
following offices:
5.1
Command Group
5.1.1 Office of the Fire Chief (OFC)

5.1.2 Office of the Deputy Chief for Administration (ODCA)
5.1.3 Office of the Deputy Chief for Operation (ODCO)
5.1.4 Office of the Chief Directorial Staff (OCDS)
5.1.5 Office of the Internal Affairs Service (OIAS)
5.1.6 Hearing Office (HO)
5.2 Office of the Directorates
6. Classified Bureau Orders will be directly disseminated to concerned

end users as indicated in the attached list labeled as “Annex A” for
their information, monitoring and reporting.
7. The receiving personnel of the office of the Directorates shall

be responsible to provide and distribute/disseminate a copy of
communication to all officers and personnel within their Area of
Responsibility (AOR). While the receiving personnel of the Office
of the Chief Directorial Staff (OCDS) shall further disseminate the
communication to the following support services office:
426
7.1 Administrative Support Services:
7.1.1 Finance Service

7.1.2 Legal Service
7.1.3 Chaplain Service
7.1.4 Supply & Accounting Service
7.1.5 Accounting Service
7.1.6 Public Information Service
7.1.7 Health Service
7.2 Operational Support Services
7.2.1 Arson Laboratory Service

7.2.2 Fire Control Operation Service
7.2.3 General Support Service
8. Communication for BFP offices and personnel outside BFP NHQ

shall be transmitted through the Office of Fore Control Operation
Section (FCO’s). which shall be responsible in transmitting the same
to concerned offices
9. The Head of offices of their respective Administrative Officers shall

be responsible in ensuring that the dissemination of communication to
concerned offices, officers and personnel within their AOR is properly
implemented.
VII. SANCTIONS
Administrative cases for misconduct, insubordination or other related

offenses under the Civil Service Commission Rules on Administrative Cases
in the Civil Service and/or other relevant laws, rules, and regulations shall be
filled against BFP officers and personnel for violation the provision of this
policy
VIII. EFFECTIVITY
This memorandum circular shall take effect immediately.

FIRE DIRECTOR (DSC)
Chief, BFP
427
“ANNEX A”
LIST OF CLASSIFIED BUREAU ORDERS
No. Code Description Offices Concerned
• Personnel Accounting Sec. if NHQ

Personnel
1 ABR TRAVEL ABROAD • Leave Management Sec
• Fire Control Operation Svc or to
Concerned Personnel in NHQ
• Personnel Accounting Sec

• Budget Svc
2 ABS ABSORPTION • Skills Dev’t & Specialization Sec
• Recruitment & Selection Sec
• Fire Control Operation Svc
• Personnel Accounting Sec if with

3 ACR ACCREDITATION Longpay
Concerned personnel
ANNOUNCEMENT OF • Personnel Accounting Sec

4 ADO DEPARTMENT ORDER • Fire Control Operation Svc
ACTIVATION OF FIRE • Personnel Placement Sec. If
Reassignment
STATION • Personnel Accounting Sec

5 AFS • Engineering Division
AMENDMENT OF
• Fire Control Operation Sec

• Personnel Placement Sec (REA)
• Retirement Benefits Div (RET, DAS,
BUREAU ORDER
6 AMD DFA)
AUTHORITY
• Directorate for Comptrollership
(ABS, PRM, CLO, SUS, LSI, DRP,
RSG, RTW, TBS, TRM)
TO PRACTICE • Personnel Accounting Sec

7 APP PROFESSION • Fire Control Operation Svc or to
AWARDS Concerned Personnel
8 AWD CHANGE OF CIVIL • Awards & Incentives Sec

STATUS
428
9 CCS CORRECTION OF • Leave Mgmt Sec
FACTS OF BIRTH • Fire Control Operation Svc
• Promotion Sec

COMMUTATION OF
10 CFB • Leave Mgmt Sec
LEAVE CREDITS
• Promotion Sec
INITIAL/
11 CLC • Retirement Claims Sec
REPLACEMENT
OF CLOTHING
• Personnel Records & Mgmt Div if NUP
ALLOWANCE
12 CLO • Fire Control Operation Svc
• Budget Sec

13 COM COMMITTEE Concerned Personnel
DEATH & • Retirement Claims Sec

14 DAS
SURVIVORSHIP • Fire Control Svc
• Personnel Accounting Sec. if NHQ

15 DEF DEFERMENT Personnel
• Skills Dev’t & Specialization Sec

• Leave Mgmt Sec
DISMISSAL FROM THE • Fire Control Operation Svc
16 DIS • Legal Affair Svcs
SERVICE
• Promotion Sec
• Pay & Allowance Sec

• Legal Affairs Sec
DROPPED FROM THE • Leave Mgmt Sec
17 DRP • Fire Control Operation Svc
ROLLS
• Promotion Sec
429

18 DSG DESIGNATION • Personnel Placement Sec
Concerned Personnel
19 DTS DETACHED SERVICE • Personnel Accounting Sec

• Personnel Placement Sec
20 EXT EXTENTION OF
SERVICE
• Leave Mgmt Sec
21 FML FORFEITED • Fire Control Operation Svc if outside
MANDATORY LEAVE NHQ
• Concerned Personnel

• Personnel Records & Mgmt Div if
NHQ
22 INT INITIAL ASSIGNMENT Recruit
Concerned personnel
• Personnel Placement Sec
LEAVE OF ABSENCE • Personnel Accounting Sec

23 LOA (ALL TYPES OF LEAVE) • Leave Mgmt Sec
• Directorate for Comptrollership of
Leave w/o pay

24 RSG RESIGNATION • Leave Mgmt Sec
• Promotion Sec
25 RTU RETURN TO UNIT • Skills Dev’t & Specialization Sec

26 RTW RETURN TO WORK • Personnel Accounting Sec

430
27 SCH SCHOLARSHIP • Awards & Incentives Sec
SEMINAR/WORKSHOP/ • Personnel Accounting Sec

28 SEM CONVENTION • Fire Control Operation Sec or to
Concerned Personnel
SPECIAL FINANCIAL • Retirement Claims Sec

29 SFA
ASSISTANCE • Directorate for Comptrollership

SPECIAL ORDER • Fire Control Operation Sec or to
30 SO
(FORMER OTH) Concerned Personnel
• Personnel Accounting Sec if NHQ

STUDY LEAVE personnel
31 SLV (FORMER STD) • Leave Mgmt Sec

32 SUS SUSPENSION • Fire Control Operation Svc
• Promotion Sec

TRANSFER OF BRANCH
33 TBS • Personnel Records & Mgmt Div
OF SERVICE
• Promotion Sec

TERMINATION OF • Personnel Placement Sec
34 TDS
DETACH SERVICE • Fire Control Operation Svc or to
Concerned Personnel

35 TFT TERMINATION FROM • Office of the Fire Chief
TRAINING • Fire Control Operation Sec

• Leave Mgmt Sec
36 TRM TERMINATION FROM
SERVICE
• Promotion Sec
431

personnel
37 TRN TRAINING • Skills Dev’t & Specialization Sec
Concerned personnel
• Internal Affairs Svc
• Health Svc

TRAVEL/ LETTER personnel
38 TVL
ORDER • Fire Control Operation Sec or to
Concerned Personnel
Prepared by:

SFO1 Jonathan P Alejon

BO Processor/Statistician
Certified by: Noted by:
INSP CELESTE S SIAL NUP GINA N FLORES

Chief, Records Section Chief, PRMD
432
BFP VISION
A modern fire service fully
capable of ensuring a fire-safe
nation by 2034.
BFP MISSION
We commit to prevent and

suppress destructive fires;
investigate its causes; enforce
fire code and other related laws;
respond to man-made and
natural disasters, and other
emergencies.
433
Our Core Values
R eliability - We serve 24/7.
E fficiency - We find ways.
S elflessness - We risk our lives so that others may live.
P rofessionalism - We conduct ourselves in the professional

manner.
O neness - We work as a team.
N ationalism - We contribute in the preservation of our

country’s gains.
S ervice - We continually improve our services.
I ntegrity - We uphold ethical norms and moral standards.
V ibrancy - We adapt to positive change.
E ffectiveness - We do the right things at the right time.
434
ACKNOWLEDGEMENT
Project Team:
SSUPT BELINDA B OCHAVE

SSUPT ALVEN D VALDEZ
SUPT ALMA G ABACAHIN
CINSP MENANDRO B BASTIAN
CINSP JUDE G DELOS REYES
SINSP ARVIN JAY B LAGUNA
INSP JOY MATOCIÑOS- CAWI
FO2 ANDRIELYN B PINOS-AN
FO1 JESUS V RAMOS JR
FO1 EUNICE Q PEREZ
Proposed cover for BFP Handbook latest
Special Thanks to the following:
SINSP LEO JOSHUA S DANGATAN

INSP JERRY B MAGALANG
INSP IRIS G TUBILAN
SFO1 DEXTER ACE D CAROLINO
FO3 GIFFERSON P PENGSON
FO3 PAUL EDSON DL REGALADO
FO3 MARTE N DE LUMEN
NUP EVANGELINE M MATANGUIHAN
435
436

BFP Handbook Final Oct20

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BUREAU OF FIRE PROTECTION (BFP)

Since the Bureau of Fire Protection’s

As we continue to move towards

“Bumbero ko, pangangalagaan ko!” This is my advocacy as we build a

Mabuhay ang Bureau of Fire Protection! Mabuhay po tayong lahat!

DIRECTOR JOSE SEGUNDO EMBANG JR

Warmest greetings to the officers and

I commend the dedicated people who

I appreciate that the latest version ofthe BFPhandbook also contains

I believe the handbook is vital to every member of BFP for them to be

As a member of tri-bureau, and among the top disaster frontrunners and

May this publication help you in developing more breed of professional

Continue to keep up the great work in 2020! Congratulations!

Foreword ............................................................................... iii

Message from SILG ................................................................ v

Part I BFP STANDARD UNIFORMS AND ACCOUTREMENTS

Memorandum Circular No. 2019-015

Memorandum Circular No. 2019-020

BFP Uniform Standards ................................................. 17 - 42

Part II RECRUITMENT/ PROMOTION AND PLACEMENT

Memorandum Circular No. 2008-018

Circular No. 2011-008

Memorandum Circular No. 2012-004

Qualification Standards of Uniformed Personnel Positions

PLACEMENT ................................................................... 107

Memorandum Circular No. 2019-002

Memorandum Circular No. 2020-018

Memorandum Circular No. 2020-020

Memorandum Circular No. 2020-021

Memorandum Circular No. 2020-026

OMNIBUS RULES ON LEAVE

Circular No. 2019-05

Memorandum Circular No. 2016-018

Memorandum Circular No. 2019-007

Memorandum Circular No. 2019-010

Memorandum Circular No. 2019-013

Memorandum Circular No. 2020-009

Memorandum Circular No. 2011-07

Memorandum Circular No. 2015-005

Memorandum Circular No. 2016-007

Memorandum Circular No. 2017-007

Memorandum Circular No. 2019-018

Part V PERFORMANCE MANAGEMENT

Memorandum Circular No. 2017-010

Memorandum Circular No. 2018-010

Individual Performance Commitment and Review (IPCR)

• National Headquarters/Regional/Provincial Office ........... 289-290

• National Headquarters/Regional/Provincial Office .......... 294

Team Development Plan (TDP) ......................................... 297

Individual Development Plan (IDP) .................................. 298

Performance Monitoring and

Summary Report of Individual Performance Commitment and Review

• Directorate/Service Unit ............................................... 300

Part VI HUMAN RESOURCE ACTIONS AND STANDARDS

BFP Grievance Machinery ............................................ 303-311

BFP Merit Selection Plan (BFP MSP) ........................... 312-368

Memorandum Circular No. 2017-004

Memorandum Circular No. 2019-003