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

CRITERIA FOR PANEL INTERVIEW

POTENTIAL (40%)

Refers to the inherent capability on both physical and intellectual traits of a person to perform the duties and
responsibilities of the position being aspired.

1. LEADERSHIP. Is he/she willing to assume duties and responsibilities?

1 – Undecided, weak, shy.

2 – Hesitates to take chances always looks for advantage for his/her own benefit.
3 – Often encourages his/her peers, co-workers or his/her boss.
4 – Possesses opinions and will.
5 – Shows superb leadership style, rejects that shrewdness, cunning, and hardheadedness are the best qualities for
winning success.
2. HUMAN RELATIONSHIP. Does he/she show harmony with his peers, subordinate, manager, etc.; can he easily
adjust with variety of personalities?

1 – Arrogant and disrespectful.

2 – Not versatile to adjust with variety of personalities, rank and informal groups present in the organization
3 – Helps in clarifying problem.
4 – Internalizes work changes with ease and vigor.
5 – Takes appropriate actions regarding significant problems/differences in work.
3. INGENUITY AND INNOVATIVENESS. Does he show talent, assets and skills that could help the organization?

1 – Stagnant and not willing to be improved.

2 – Always rely on other’s capacity.
3 – Usually gets his ideas across well.
4 – Is intellectually critical of existing standard, system and policies.
5 – Takes the initiative to take organized or develops programs, systems, procedures and standards that will benefit
the organization.

4. RESPONSIBLE. Is he/she responsible with his acts and willing to act, assume duties and task or willing to assume
command responsibilities.

1 – Not cooperative, weak, immature, independent.

2 – Confused with task and responsibilities dependent with others.
3 – Usually acts on a given task.
4 – Shows liability and is always answerable to any situation and decision.
5 – Shows accountability with the given task, acts appropriately in every situation.

5. PERSONALITY. What kind personality do applicants have?

1 – Overconfident, not respectful, arrogant, dishonest, weak, shy.

2 – Always shows that he/she is superior to others; looks for his own advantage.
3 – Usually low profile.
4 – Recognizes others’ rights and show respect.
5 – With exceptionally versatile characteristic; he/she serves as an asset in the organization.

BFP-QSF-HRMD-013 Rev. ØØ (04.18.18) Page 1 of 3

 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

CRITERIA FOR PANEL INTERVIEW

PERSONALITY TRAITS (30%)

Refers to distinguished qualities or characteristics that are the embodiment of an individual. They are your
habitual patterns of behavior, temperament and emotion. Skills, on the other hand, are the learned capacity to
carry out specific tasks.

1. APPEARANCE. Does he look like a well-set up, healthy, energetic person? Does he have bodily or social
characteristics which might seriously hamper him? Is he well-groomed or unattractive in appearance?
1 – Unprepossessing or unsuitable
2 – Create rather unfavorable impression
3 – Suitably accepting
4 – Creates distinctly favorable impression
5 – Impressive, commands admiration
2. VOICE AND SPEECH. Is his voice inviting or pleasant? Can you easily hear what he says? Is his speech clear and
distinct? Is his voice resonant and well-modulated?

1 – Irritating or indistinct
2 – Understandable but rather unpleasant
3 – Neither conspicuously pleasant or unpleasant
4 – Definitely pleasant and distinct
5 – Exceptionally clear and pleasing

3. ALERTNESS. Does he readily grasp the meaning of a question? Is he slow or apprehend even the more obvious
points? Or does he understand quickly even though the idea is new, involved or difficult?

1 – Grasps obvious questions; often misunderstand meaning of questions.

2 – Slow to understand subtle points. Requires explanation.
3 – Nearly grasps intent of interviewer’s questions.
4 – Rather quick in grasping questions and new ideas.
5 – Exceptionally keen and qualified to understand.
4. SELF-CONFIDENCE. Does he seem to be uncertain of himself, hesitant, lacking in assurance, easily-bluffed? Or is
he wholesomely self-confident and assured?

1 – Timid, hesitant, easily influenced

2 – Appears to be over self-conscious
3 – Moderately confident of himself
4 – Wholesomely self-confident
5 – Shows superb self-assurance
5. CONSCIENTIOUSNESS. Does he have the tendency to show self-discipline, act dutifully, and aim for achievement
against measures or outside expectation?

1 – Unprepared and uneasy, rely with others

2 – Often dependent with others, ill-equipped
3 – Usually do his work thoroughly
4 – Always pay attention to details
5 – Performs his/her work diligently

BFP-QSF-HRMD-013 Rev. ØØ (04.18.18) Page 2 of 3

 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

CRITERIA FOR PANEL INTERVIEW

PSYCHOSOCIAL ATTRIBUTES (30%)

Refer to the characteristics or traits of a person which involve both psychological and social aspects. Psychological
includes the way he/she assesses things, ideas, belief and understanding and how he/she relates those things to
others and social situation

1. ABILITY TO PRESENT IDEAS. Does he speak logically and convincingly or does he tend to be vague, confused or
illogical?

1 – Confused or illogical
2 – Tends to scatter or to become involved
3 – Usually gets his ideas across well
4 – Shows superior ability to express himself/herself
5 – Usually logical and confident

2. JUDGEMENT. Does he impress you as a person whose judgement would be dependable even under stress? Or is
he hasty, erratic, biased, swayed by his feelings?

1 – Notably lacking in balance and restraint.

2 – Show some tendency to react impulsively and without restraint.
3 – Acts judiciously in ordinary circumstances.
4 – Gives reassuring evidence of considered judgement.
5 – Inspires unusual confidence in probable soundness of judgement.
3. EMOTIONAL STABILITY. Is he emotionally mature? Is he touchy, sensitive to criticism, easily upset? Is he irritated
or impatient when things go wrong? Or does he keep an even keel?

1 – Over sensitive, easily disconcerted.

2 – Occasionally impatient or irritated.
3 – Well poised most of the time.
4 – Superior self-command.
5 – Exceptionally poised, calmness and good humor.
4. STRESS TOLERANCE. Does he/she have the tendency to be easily stressed and frustrated?

1 – Easily affected by stress.

2 – Having hard time to move on the problems/trials encountered.
3 – Usually stays calm when frustrated.
4 – Works without making mistakes even when there are several conflicting priorities.
5 – Manages life with the highest level of maturity and composure.
5. ABILITY TO SEE THINGS POSITIVELY. Does he/she have the ability to overcome trials/problems with composure
and acts with maturity and deals with it positively.

1 – Always have negative attitude, inferiority, weak.

2 – Hesitant to change and innovation, dishonest with his decision.
3 – Usually go with trends and advice of others.
4 – Always deals things with composure.

5 – Exceptionally mature, and always see things positively and with solution.

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