Chapter I

PROBLEM AND ITS SETTING

Introduction

Fire Protection is one of the primary public safety services provided by the

government. In the Philippines, the agency that is mandated by law to provide

such services is the Bureau of Fire Protection. Since it is under the leadership

and management umbrella of the Department of Interior and Local Government,

almost all municipalities in the country have their local fire stations that have

devolve functions that render fire protection services to their respective local

government units.

Fire protection services rendered by BFP can be divided into two major

divisions, fire prevention and fire suppression. Fire prevention services as the

word implies are those programs that prevent the occurrence of fire. Those

programs includes but not limited to fire safety seminars, fire safety inspections

of buildings and business establishments, fire and earthquake drills and house to

house inspections of electrical wirings. On the other hand, fire suppression is the

innate function of the Bureau of Fire Protection for the reason that it is the only

agency that is primarily responsible for suppression of destructive fires with the

use of fire trucks, fire hydrants and other fire equipment. Beside from the two

main services of the BFP, it also renders ancillary services such as Emergency

Medical Services, Rescue Services and Legal Services to those victims of arson.

Other than that, BFP is also an income generating agency mandated by law

(R.A. 9514) to collect fire code fees and taxes and also fire related fines and

penalties.

In the Philippine settings, fire service as a profession is not that popular

compare to other countries that is why the support and awareness of the public

and also the government itself is limited. Those employed in the BFP that

undergone mandatory trainings are called firefighters and is now considered as

being a firefighter is just a petty job and you only need to be appointed by the

Mayor regardless of your academic background and experience. When the BFP

was professionalize in 2008, the minimum qualification standard apparently

leveled up and includes but not limited to; must be a holder of baccalaureate

degree, has a 2nd level professional eligibility for government service, must be

physically and mentally fit, with a minimum height of 5’4’’ for male and 5’2’’ for

female, not convicted of any crime, and with accountable attitude to render the

job.

With the enumerated high standard of qualifications comes a high level of

competence and expectations. Firefighters not only require physical ability to

suppress fires but also cognitive competence to demonstrate and apply

strategies and policies of the organization accompanied by accountability to

render quality services to the public in general.

Background of the Study

The changes that the fire and rescue service have endured are vast and

complex. ‘In less than 100 years the fire service has evolved from using horses

and horse carts to using complex machines capable of pumping thousands of

gallons of water a minute. Firefighters no longer are forced to breathe deadly

smoke and gases when they fight fires. Also, instead of only fighting fires, the fire

service now provides a whole range of services to its customers.

In the Philippines, professionalization of the Fire Bureau marks the

corresponding standardization in terms of qualifications of its workforce. With this

premise, BFP recruits came from different fields and expose the organization in

the issue of whether its personnel are capable of performing its mandate.

Another issue that was raise is whether the training program for the firefighters

can address the current trends in the fire service.

Bureau of Fire Protection in the 4th District of Laguna as a basis for a proposed

training program.

Theoretical Framework

This study is anchored on Self-Efficacy Theory that relates person’s

judgment about their personal capabilities to the way they perform particular

tasks. The primary proponent of this theory is Albert Bandura. Self- efficacy

Theory according to Bandura (1995) explains that it “refers to beliefs in one’s

capabilities to organize and executes the courses of action required to manage

prospective situations”. More simply, self-efficacy according to Snyder & Lopez

(2007) is what a person believes he or she can accomplish using his or her skills

under certain circumstances.

The basic principle behind Self-Efficacy Theory is that individuals are more

likely to engage in activities for they have high self-efficacy and less likely to

engage in those they do not (Vander Bijl, 2002). In simple words, a person that is

equipped with knowledge and skills that is appropriate for the job and had

undergone a number of relevant trainings and have been in the organization for a

number of years more likely would exhibit a high level of performance and

competence. That is what Self-Efficacy Theory is all about and this study is

focused on the level of competence of BFP personnel in relation to their

professional profile and this particular theory has principles and beliefs similar or

related to the aim of this study.

According to Lunenburg (2011), Self-efficacy has influence over people’s

ability to learn; their motivation and performance, as people will often attempt to

learn and perform only those tasks for which they believe they will be successful.

The said principle of this theory is similar to the aim of this study which is to

determine the capability of the respondents in relation to their level of

competence as firefighters. The output of this study is a proposed training

needs for improvement which is similar to the aim of Self-efficacy Theory.

Conceptual Framework

The conceptual framework for this study is presented in IPO format in

order to have a better conceptualization on how the output has been based.
Input Process Output
A. Professional A. Questionnaire
Profile of MFM with 360 Peer
and BFP Evaluation
personnel in terms
of: B. Presentation of
1. Highest degree Data Proposed
earned Training Program
2. PRC/Civil Service C. Data Analysis
Rating D. Data
3. Number of years Interpretation
as Fire Marshal
B. Perceived Level E. Findings
of Competence of
MFM
C. Perceived level of F. Conclusion
performance of
BFP personnel G. Recommendation

Figure 1. Research Paradigm

Figure 1 shows the research paradigm in IPO format. It could be deduce

from the research paradigm that the input for the study includes the professional

profile of the Municipal Fire Marshal and BFP personnel describe separately; the

perceived level of competence of the Municipal Fire Marshal, and the perceived

level of performance of BFP personnel. In the process of the study, the tool that

will be used to gather data is a peer evaluation questionnaire that is thoroughly

constructed based on the competency areas of the job of being a firefighter. In

the process box also includes data presentation, data analysis, and interpretation

of data, findings of the study, the conclusion and finally the recommendation for

further studies. The output of the study is a proposed training program that will

address those competency areas where the respondents need to improve on.
 Statement of the Problem

The study aims to determine the capability profile of the Bureau of Fire

Protection in the 4th District of Laguna in order to have a basis for a Proposed

Training Program. Specifically, it seeks to answer the following questions:

1. What is the professional profile of the Municipal Fire Marshals in the 4 th

District of Laguna in terms of:

1.1 Highest educational degree earned

1.2 PRC Board/Civil Service Rating

1.3 Number of years as Fire Marshal

2. What is the perceived level of competence of Municipal Fire Marshals

as rated by subordinate evaluation in terms of:

2.1. Communication

2.2. Cognition

2.3. Leadership

2.4. Occupational effectiveness

2.5. Management Qualities

3. What is the professional profile of the BFP personnel in the 4 th District of

Laguna in terms of:

3.1. Highest educational degree earned

3.2. PRC Board/Civil Service Rating

3.3. Number of years in fire service

4. What is the perceived level of competence of BFP personnel as rated

by peer evaluation in terms of:

4.1. Communication

4.2. Cognition

4.3. Leadership

4.4. Occupational effectiveness

4.5. Management Qualities

competence of Municipal Fire Marshal and their professional profile in

terms of:

5.1. Highest educational degree earned

5.2. PRC Board/Civil Service Rating

5.3. Number of years as Fire Marshal

6. Is there a significant relationship between the perceived level of

competence of BFP personnel and their professional profile in terms of:

6.1. Highest educational degree earned

6.2. PRC Board/Civil Service Rating

6.3. Number of years in the fire service

7. Is there a significant relationship between the perceived competence of

Municipal Fire Marshal and the level of performance of BFP personnel in

the 4th District of Laguna?

Significance of the Study

The findings of the study are deemed important to the following sectors:

Department of the Interior and Local Government

The results of this study can be used as basis for modifying existing

policies in the recruitment, training and performance evaluation system of the

uniformed personnel in the fire service. It could also provide a basis for

introduction of new guidelines for training of newly absorbed firefighters and to

adapt other training programs for existing BFP personnel in order to have better

delivery of public safety services.

Fire Chief/Regional Directors

The output to be obtained in the study can serve as frame of reference in

preparing training programs for BFP personnel to help improve their knowledge,

skills and develop proper attitude towards performing their mandated task as

firefighters.
National Fire Training Institute

As the sole training institution for firefighters, the output of this study can

serve as reference for the improvement of the existing Program of Instructions

(POI) for the next batch of fire trainees to equip them with the current needs of

the public safety sector.

BFP personnel

As the recipient of the program, the results of the study can serve as a tool

for the awareness of every BFP personnel with regards to their actual capabilities

as firefighters and reflect from their own point of view of their performance. This

study will also help them to identify those areas of their job that needs to be

improve or can be subjected for training.

Future Researcher

The findings of the study can be used for conducting research of the same

nature.

Scope and Limitation

The study aims to determine the capability profile of Bureau of Fire

Protection in the 4th District of Laguna in order to have a proposed training

program. The respondents of the study are those BFP personnel assigned in the

4th District of Laguna wherein there are sixteen (16) municipalities covered which

are the following; Pila, Santa Cruz, Majayjay, Magdalena, Pagsanjan, Cavinti,

Luisiana, Lumban, Kalayaan, Paete, Pakil, Pangil, Siniloan, Famy, Mabitac and

Sta. Maria.

Questionnaire with 360 Peer Evaluation are the tools to be used in

gathering data for this study. This study will be done during the 2 nd semester F.Y.

2016. This will be conducted in all Fire Stations covered by the 4 th District in the

Province of Laguna.

Definition of Terms

For the purpose of this research, the following terms are hereby defined

operationally:
BFP - short for Bureau of Fire Protection, as used in this study it

refers to the mother unit or the government agency wherein

the firefighters or respondents of this study are employed

DILG - short for Department of Interior and Local Government, as

used in this study it refers to the oversight department where

BFP and its personnel which are the respondents of this

study belongs

Firefighters - this refers to the respondents of the study that are employed

in the BFP

Level of Competence - as used in the study, it is the perceived

performance rating of BFP personnel or respondents in the 4 th

District of Laguna

Length of Fire Service - this refers to the number of years that the

particular respondents is employed in BFP

Municipal Fire Marshal - as used in the study this refers to the

chief/head of the local fire station in every municipality in the

4th District of Laguna