PERSONNEL SECURITY .PSIS. powerpoint presentation

Personnel Security Powerpoint Presentation

1. Personnel SecurityPersonnel Security
Dir Arturo B. Bringas CSP, CSMSDir Arturo B. Bringas CSP, CSMS

2. SCOPE OF THE LECTURESCOPE OF THE LECTURE
IntroductionIntroduction
PurposePurpose
ScopeScope
Key FunctionsKey Functions
Elements of a Comprehensive Personnel Elements of a Comprehensive Personnel
Security ProgramSecurity Program

3. SCOPE OF THE LECTURESCOPE OF THE LECTURE
Basic ConsiderationsBasic Considerations
Applicant ScreeningApplicant Screening
Red Flags in a Screening ProcessRed Flags in a Screening Process
Personnel Security InvestigationPersonnel Security Investigation
Background InvestigationBackground Investigation
Positive VettingPositive Vetting
ProfilingProfiling

4. SCOPE OF THE LECTURESCOPE OF THE LECTURE
Deception Detection TechniquesDeception Detection Techniques
Financial and Lifestyle InquiryFinancial and Lifestyle Inquiry
Undercover InvestigationsUndercover Investigations
Exit Interview as a Loss Prevention Exit Interview as a Loss Prevention
TechniqueTechnique
Anti-Competitive ClauseAnti-Competitive Clause
Security EducationSecurity Education

5. IntroductionIntroduction
Of the three key security processes, Of the three key security processes,
personnel security is considered the personnel security is considered the
most important simply because security most important simply because security
involves people, both as assets to be involves people, both as assets to be
protected, and as sources of security protected, and as sources of security
threats. threats.

6. PurposePurpose
To insure that a firm hires those To insure that a firm hires those
employees best suited to assist the firm employees best suited to assist the firm
in achieving its goals; and,in achieving its goals; and,
Once hired, assist in providing the Once hired, assist in providing the
necessary security to them.necessary security to them.
Scope of Personnel SecurityScope of Personnel Security
Personnel security investigationPersonnel security investigation
Security EducationSecurity Education

7. Key Functions of Key Functions of
Personnel SecurityPersonnel Security
It serves as a screening device to assist It serves as a screening device to assist
the organization in hiring suitable the organization in hiring suitable
employees.employees.
It conducts background investigation on It conducts background investigation on
employees.employees.
It handles investigation of employees It handles investigation of employees
suspected of wrongdoing. suspected of wrongdoing.

8. Key Functions of Key Functions of
Personnel SecurityPersonnel Security
It develops security awareness among It develops security awareness among
employees.employees.
It attempts to ensure the protection of It attempts to ensure the protection of
employees from discriminatory hiring or employees from discriminatory hiring or
terminating procedures as well as terminating procedures as well as
unfounded allegations of illegal or unfounded allegations of illegal or
unethical activities and conduct.unethical activities and conduct.

9. Elements of a Comprehensive Elements of a Comprehensive
Personnel Security ProgramPersonnel Security Program
Adequate job specifications and Adequate job specifications and
performance standards.performance standards.
Appropriate recruitment and selection Appropriate recruitment and selection
criteria.criteria.
Background applicant screening Background applicant screening
procedures and standards.procedures and standards.
Background investigative standards.Background investigative standards.

10. Elements of a Comprehensive Elements of a Comprehensive
Personnel Security ProgramPersonnel Security Program
Truth verification standards.Truth verification standards.
Criteria for employee conduct.Criteria for employee conduct.
Investigation of questionable employees Investigation of questionable employees
conduct.conduct.
Disciplinary procedures.Disciplinary procedures.
Termination procedures.Termination procedures.

11. Basic ConsiderationsBasic Considerations
It is the responsibility of the appointing authority to determine It is the responsibility of the appointing authority to determine
the suitability and loyalty of the person he is appointing.the suitability and loyalty of the person he is appointing.
No person is entitled solely by virtue of his grade or position to No person is entitled solely by virtue of his grade or position to
knowledge or possession of classified matter.knowledge or possession of classified matter.

12. Basic ConsiderationsBasic Considerations
All personnel whose duties require access to All personnel whose duties require access to
classified matter shall be subjected to a security classified matter shall be subjected to a security
investigation to determine eligibility for the investigation to determine eligibility for the
required security clearance.required security clearance.
All personnel shall undergo security education.All personnel shall undergo security education.

13. Basic ConsiderationsBasic Considerations
Security Managers and other key officers Security Managers and other key officers
responsible for personnel clearance responsible for personnel clearance
investigations should keep abreast of investigations should keep abreast of
changes in the law.changes in the law.
An employee has the right to review his An employee has the right to review his
pre-employment investigation file and pre-employment investigation file and
reasonably challenge any findings.reasonably challenge any findings.

14. Basic ConsiderationsBasic Considerations
There are virtually no restrictions on what There are virtually no restrictions on what
can be asked of an applicant once an can be asked of an applicant once an
offer of employment has been made.offer of employment has been made.
Applicant ScreeningApplicant Screening
The most effective tools in employee selection The most effective tools in employee selection
are:are:
the application form; and,the application form; and,
the interviewthe interview..

15. ““Whole Man Rule”Whole Man Rule”
Act of weighing all elements of a person’s Act of weighing all elements of a person’s
background in determining his suitability.background in determining his suitability.
A system for evaluating the suitability of A system for evaluating the suitability of
an applicant.an applicant.
Governing standards;Governing standards;
Needs of the companyNeeds of the company
Fairness to the applicant.Fairness to the applicant.

16. Pointers in Screening Pointers in Screening
ProcessProcess
In screening an applicant for a position, In screening an applicant for a position,
the most expensive techniques should be the most expensive techniques should be
used last. That is why, a background used last. That is why, a background
investigation shall only be conducted investigation shall only be conducted
after the applicant has already after the applicant has already
undergone interview.undergone interview.

17. ““Red Flags” in a Screening Red Flags” in a Screening
ProcessProcess
Application form not signed.Application form not signed.
Application date not filled up.Application date not filled up.
Applicant’s name and possible aliases.Applicant’s name and possible aliases.
Gaps in employment history or use of Gaps in employment history or use of
term “self-employed”.term “self-employed”.
Inability to remember names of former Inability to remember names of former
colleagues or bosses.colleagues or bosses.

18. ““Red Flags” in a Screening Red Flags” in a Screening
ProcessProcess
Gaps in residenceGaps in residence
Inadequate referencesInadequate references
Lack of job stabilityLack of job stability
Signs of instability of personal relationsSigns of instability of personal relations
Indications of over-qualificationsIndications of over-qualifications
Declining salary historyDeclining salary history
Signature is stampedSignature is stamped

19. ““Red Flags” in a Screening Red Flags” in a Screening
ProcessProcess
Criminal record left blank.Criminal record left blank.
Military service left blank.Military service left blank.
Never accept a resume from an applicant Never accept a resume from an applicant
in lieu of the company’s application form, in lieu of the company’s application form,
as it does not contain the various legal as it does not contain the various legal
clauses nor is there a space for a signed clauses nor is there a space for a signed
declaration.declaration.

20. ““Red Flags” in a Screening Red Flags” in a Screening
ProcessProcess
Never accept a resume from an applicant Never accept a resume from an applicant
in lieu of the company’s application form, in lieu of the company’s application form,
as it does not contain the various legal as it does not contain the various legal
clauses nor is there a space for a signed clauses nor is there a space for a signed
declaration.declaration.

21. Personnel Security Personnel Security
Investigation (PSI)Investigation (PSI)
Definition - An inquiry into the character, Definition - An inquiry into the character,
reputation, discretion, integrity, morals reputation, discretion, integrity, morals
and loyalty of an individual in order to and loyalty of an individual in order to
determine a person’s suitability for determine a person’s suitability for
appointment or access to classified appointment or access to classified
matter.matter.

22. Personnel Security Personnel Security
Investigation (PSI)Investigation (PSI)
PSI has 3 General TechniquesPSI has 3 General Techniques
Background Investigation (BI)Background Investigation (BI)
Positive VettingPositive Vetting
ProfilingProfiling

23. Background Investigation Background Investigation
(BI)(BI)
The BI serves to:The BI serves to:
verify information on the application form;verify information on the application form;
ascertain past employment experiences; ascertain past employment experiences;
and,and,
 obtain other information pertinent to the obtain other information pertinent to the
decision to employ.decision to employ.

24. Background Investigation Background Investigation
(BI)(BI)
Factors to consider in a BI:Factors to consider in a BI:
LoyaltyLoyalty
IntegrityIntegrity
DiscretionDiscretion
MoralsMorals
CharacterCharacter
ReputationReputation

25. Motives That Cause People Motives That Cause People
to be Disloyalto be Disloyal
RevengeRevenge
Material GainMaterial Gain
Personal PrestigePersonal Prestige
FriendshipFriendship
Ideological BeliefsIdeological Beliefs

26. Weaknesses that Make Weaknesses that Make
People Susceptible to People Susceptible to
PressurePressure
Close relatives in foreign landsClose relatives in foreign lands
Heavy investments in foreign landsHeavy investments in foreign lands
JealousyJealousy
GullibilityGullibility
Weakness of CharacterWeakness of Character

27. Weaknesses that Make Weaknesses that Make
People Susceptible to People Susceptible to
PressurePressure
Heavy indebtednessHeavy indebtedness
Addiction to narcotics and drugsAddiction to narcotics and drugs
Guilty PastGuilty Past
Moral depravityMoral depravity

28. Types of Local Agency Types of Local Agency
CheckCheck
Police ClearancePolice Clearance
City / Municipal clearanceCity / Municipal clearance
Mayor’s clearanceMayor’s clearance
Regional Trial CourtsRegional Trial Courts

29. National Agency CheckNational Agency Check
National Bureau of Investigation
Intelligence Service, AFP, ISAFPIntelligence Service, AFP, ISAFP
DI Clearance (PNP)DI Clearance (PNP)

30. Components of a Complete Components of a Complete
Background InvestigationBackground Investigation
Applicant’s NameApplicant’s Name
Date of BirthDate of Birth
Present Residence AddressPresent Residence Address
LACLAC
NACNAC
Personal HistoryPersonal History
Marital HistoryMarital History

31. Components of a Complete Components of a Complete
Background InvestigationBackground Investigation
Residence HistoryResidence History
Citizenship historyCitizenship history
Physical dataPhysical data
Educational HistoryEducational History
Organization membershipOrganization membership
Neighborhood investigationNeighborhood investigation
Character referencesCharacter references

32. Components of a Complete Components of a Complete
Background InvestigationBackground Investigation
Employment historyEmployment history
Military historyMilitary history
Foreign travel & connection historyForeign travel & connection history
Criminal recordCriminal record
Credit recordsCredit records
Applicant’s SignatureApplicant’s Signature
Date of ApplicationDate of Application

33. Investigative CoverageInvestigative Coverage
Prior employment for at least 7 years Prior employment for at least 7 years
should be verified.should be verified.
Claimed education should be checked.Claimed education should be checked.
Claimed residence should be verified.Claimed residence should be verified.
If the candidate indicates a criminal If the candidate indicates a criminal
record, then details should be checked.record, then details should be checked.

34. Investigative StandardsInvestigative Standards
Information sought should be relevant to Information sought should be relevant to
the hiring decision.the hiring decision.
Information should be reliable.Information should be reliable.
Unfavorable information should be Unfavorable information should be
confirmed by at least two sources.confirmed by at least two sources.

35. Investigative ReviewInvestigative Review
All completed investigations should be All completed investigations should be
reviewed by a responsible supervisor so reviewed by a responsible supervisor so
that all applicants are measured that all applicants are measured
according to the same standards.according to the same standards.
Positive VettingPositive Vetting
It is a personal interview conducted under It is a personal interview conducted under
stress. Vetting is defined by Webster stress. Vetting is defined by Webster
Dictionary as the process of inspecting or Dictionary as the process of inspecting or
examining with careful thoroughness.examining with careful thoroughness.

36. ESSENCE OF VETTINGESSENCE OF VETTING
1.1.A personal interviewA personal interview
2.2.Conducted under stressConducted under stress
3.3.The interview is based upon answers The interview is based upon answers
previously give by the applicantpreviously give by the applicant
4.4.Other information is used during the Other information is used during the
interview, which confirms or denies interview, which confirms or denies
that given by the applicant.that given by the applicant.

37. BASIC REASONS FOR AN BASIC REASONS FOR AN
INTERVIEW DURING VETTINGINTERVIEW DURING VETTING
1.1.Challenge the applicant on the basis Challenge the applicant on the basis
of any false statements.of any false statements.
2.2.To observe the applicants behavior To observe the applicants behavior
under stress.under stress.
3.3.To open areas for exploration which To open areas for exploration which
have until now remain hidden.have until now remain hidden.
4.4.To provide new investigative leads.To provide new investigative leads.

38. ProfilingProfiling
The process whereby a subject’s reaction The process whereby a subject’s reaction
in a future critical situation is predicted in a future critical situation is predicted
by observing his behavior, by by observing his behavior, by
interviewing him, or by analyzing his interviewing him, or by analyzing his
response to a questionnaire.response to a questionnaire.

39. REID REPORT REID REPORT
Is an example of an honesty testIs an example of an honesty test

40. Deception Detection Deception Detection
TechniquesTechniques
The PolygraphThe Polygraph
The Psychological Stress EvaluatorThe Psychological Stress Evaluator
The Voice AnalyzerThe Voice Analyzer

41. Financial and Lifestyle Financial and Lifestyle
InquiryInquiry
This type of investigation seeks to gather This type of investigation seeks to gather
information on income and mode of living. information on income and mode of living.
This is done when the employee: This is done when the employee:
is to be promoted;is to be promoted;
is to be assigned to more sensitive duties; is to be assigned to more sensitive duties;
and,and,
when it is already part of SOP for those when it is already part of SOP for those
assigned to sensitive positions.assigned to sensitive positions.

42. Undercover InvestigationsUndercover Investigations
The placement of an agent in a role where The placement of an agent in a role where
his true identity is unknown, in order to his true identity is unknown, in order to
obtain information for criminal obtain information for criminal
prosecution or for recovery or limitation of prosecution or for recovery or limitation of
asset losses.asset losses.

43. Exit Interview as a Loss Exit Interview as a Loss
Prevention TechniquePrevention Technique
It gives departing employees an opportunity to list It gives departing employees an opportunity to list
grievances.grievances.
It offers security managers an opportunity to learn of It offers security managers an opportunity to learn of
problems.problems.
Utilizing a checklist has resulted in reducing losses.Utilizing a checklist has resulted in reducing losses.
Allows for debriefing of departing employees.Allows for debriefing of departing employees.

44. How to Conduct an How to Conduct an
Adequate Security Exit Adequate Security Exit
InterviewInterview
The security manager must choose an issue to be investigated.The security manager must choose an issue to be investigated.
The interview should be conducted face-to-face, impersonally and objectively. The interview should be conducted face-to-face, impersonally and objectively.
Questions should be specific.Questions should be specific.
Interview should be conducted on the last day of employment.Interview should be conducted on the last day of employment.
Must have adequate preparation by the questioner.Must have adequate preparation by the questioner.

45. How to Conduct an How to Conduct an
Adequate Security Exit Adequate Security Exit
InterviewInterview
It should be conducted regardless of rank of the departing employee.It should be conducted regardless of rank of the departing employee.
It should be periodically evaluated, at least once a year.It should be periodically evaluated, at least once a year.
Interview should be structured and standardized so that generally all employees are Interview should be structured and standardized so that generally all employees are
asked the same question. Procedures should be established for the analysis, asked the same question. Procedures should be established for the analysis,
interpretation and feedback of information in the appropriate manner.interpretation and feedback of information in the appropriate manner.

46. Anti-Competitive ClauseAnti-Competitive Clause
An effective method to prevent former An effective method to prevent former
employees from competing against the employees from competing against the
company. company.

47. SECURITY EDUCATION is SECURITY EDUCATION is
conducted…………conducted…………
To develop security awareness To develop security awareness
among employees of the among employees of the
company.company.
To emphasize the importance To emphasize the importance
and role of security in achieving and role of security in achieving
the company’s goals among the the company’s goals among the
top brass.top brass.

48. Security Awareness results Security Awareness results
in:in:
Better understanding of the relationship Better understanding of the relationship
between security and successful between security and successful
operations;operations;
Knowledge of one’s personal obligations Knowledge of one’s personal obligations
under the security program;under the security program;
Understanding between security Understanding between security
objectives and measures;objectives and measures;

49. Security Awareness results Security Awareness results
in:in:
Familiarity with sources of help in Familiarity with sources of help in
carrying out personal and departmental carrying out personal and departmental
responsibilities under the security responsibilities under the security
program; and,program; and,
Compliance with statutory and regulatory Compliance with statutory and regulatory
requirements and contractual obligations.requirements and contractual obligations.

50. Security Education may be Security Education may be
Conducted During:Conducted During:
The Initial Interview:The Initial Interview:
Overview of company security Overview of company security
policiespolicies
employee accountability and employee accountability and
corresponding penaltiescorresponding penalties

51. Security Education may be Security Education may be
Conducted During:Conducted During:
Training and Orientation:Training and Orientation:
Detailed presentation of personnel Detailed presentation of personnel
security policiessecurity policies
If possible, give handouts.If possible, give handouts.

52. Security Education may be Security Education may be
Conducted During:Conducted During:
Refresher Conference:Refresher Conference:
Review Guidelines and policies.Review Guidelines and policies.
Explain/ Introduce new policies.Explain/ Introduce new policies.
Determine if employee has problems.Determine if employee has problems.
Try to gather information of probable Try to gather information of probable
violations of company policies.violations of company policies.
Ask for recommendations or comments Ask for recommendations or comments
about existing policies.about existing policies.

53. Security Education may be Security Education may be
Conducted During:Conducted During:
Security Reminders:Security Reminders:
Indirect ApproachIndirect Approach
Use of posters and fliers.Use of posters and fliers.
Must be replaced periodically.Must be replaced periodically.

54. Security Education may be Security Education may be
Conducted During:Conducted During:
Security Promotion:Security Promotion:
Market security within company.Market security within company.
Get support among employees.Get support among employees.
Promote importance of security, Promote importance of security,
especially among top brass.especially among top brass.

55. Security Education may be Security Education may be
Conducted During:Conducted During:
Special Interviews: Special Interviews:
Used to augment regular refresher Used to augment regular refresher
conferences.conferences.
Used as an investigative tool.Used as an investigative tool.

56. Security Education may be Security Education may be
Conducted During:Conducted During:
DebriefingDebriefing
- is required whenever a person who has - is required whenever a person who has
access to classified information leaves access to classified information leaves
the company or is assigned to other the company or is assigned to other
duties.duties.

57. How To Conduct How To Conduct
DebriefingDebriefing
Debriefing should be established as a Debriefing should be established as a
formally conducted procedure.formally conducted procedure.
Procedures must be established for the Procedures must be established for the
analysis, interpretation and feedback of analysis, interpretation and feedback of
information.information.
Obtain a signed statement indicating that Obtain a signed statement indicating that
he is aware of his continuing security he is aware of his continuing security
responsibility.responsibility.

58. End of PresentationEnd of Presentation
THANK YOU……………THANK YOU……………

59. REVIEW QUESTIONSREVIEW QUESTIONS

60. The National Agency The National Agency
Check includes…Check includes…
a.a.National Bureau of InvestigationNational Bureau of Investigation
b. C-2 PNP Clearanceb. C-2 PNP Clearance
c. Intelligence Service AFPc. Intelligence Service AFP
d. All of the aboved. All of the above

61. Reminding an individual of his Reminding an individual of his
responsibility to protect classified responsibility to protect classified
information is done during…information is done during…
a.a.DebriefingDebriefing
b.b.Exit InterviewExit Interview
c.c.Background InvestigationBackground Investigation
d.d.Personnel Security InvestigationPersonnel Security Investigation

62. Its give an employee an Its give an employee an
opportunity to list opportunity to list
grievances.grievances.
a.a.DebriefingDebriefing
b.b.Exit InterviewExit Interview
c.c.Background InvestigationBackground Investigation
d.d.Personnel Security InvestigationPersonnel Security Investigation

63. Management learns of problems not Management learns of problems not
previously known during this previously known during this
process…process…
DebriefingDebriefing
Exit InterviewExit Interview
Background InvestigationBackground Investigation
Personnel Security InvestigationPersonnel Security Investigation

64. Security exit interview Security exit interview
should be conducted…should be conducted…
a.a.In privateIn private
b.b.On the last day of employmentOn the last day of employment
c.c.With adequate interview preparation by the With adequate interview preparation by the
questionerquestioner
d.d.All of the aboveAll of the above

65. Which of the following could not be Which of the following could not be
considered a weakness that makes considered a weakness that makes
people susceptible to pressurepeople susceptible to pressure
a.a.Heavy indebtednessHeavy indebtedness
b.b.StressStress
c.c.Moral depravityMoral depravity
d.d.Ideology beliefsIdeology beliefs