8.6.2.2 Personnel Selection and Background Screening
This section outlines the organization's responsibilities and procedures for selecting and conducting background screening and vetting of all individuals working on its behalf within the Security Operations Management System (SOMS). Here's a detailed breakdown:
- Establishment of Procedures:
The organization must establish, document, implement, and maintain clear procedures for conducting background screening and vetting for all tiers of personnel, including subcontractors, outsourced partners, and subsidiaries. These procedures are essential to ensure that individuals are fit and proper for the tasks they will perform.
- Comprehensive Screening:
The background screening process should cover various aspects, including: a) Legal and Contractual Compliance: Ensuring that screening aligns with both legal and contractual requirements. b) Identity Verification: Confirming the individual's identity and minimum age. c) Personal History: Reviewing the personal history of the individual. d) Education and Employment: Checking educational and employment history. e) Security Service Records: Evaluating military, police, and security service records. f) Criminal Records: Reviewing any possible criminal records. g) Human Rights Violations: Examining reports of human rights violations. h) Substance Abuse: Evaluating the individual's suitability concerning substance abuse. i) Physical and Mental Fitness: Assessing physical and mental fitness for the assigned activities. j) Weapons Authorization: Evaluating suitability for carrying weapons as part of their duties.
- Minimum Age Requirement:
The organization should comply with minimum age requirements set by local laws, laws in the organization's legal domicile, or those required by the client. It is crucial to note that no person younger than eighteen years old should be employed in duties that involve the use of firearms or other weapons.
- Attestation and Ongoing Disclosure:
Personnel undergoing screening should provide an attestation confirming that their present or past conduct aligns with the organization's Code of Ethics, Statement of Conformance, and the clauses of the International Standard. Additionally, personnel should be obligated to inform the organization of any changes in circumstances that may necessitate a review of their screening status.
- Confidentiality and Data Security:
Background screening involves sensitive information, and therefore, the organization should develop procedures to ensure the strict confidentiality of this information, both internally and externally. Records should be maintained in accordance with relevant statutes of limitations.
- Competency-Based Selection:
Personnel selection should be based on defined competencies, which include knowledge, skills, abilities, and attributes. Screening and selection processes must align with legal and contractual requirements and reference normative standards specified in the International Standard.
By adhering to these procedures, the organization can ensure that individuals working on its behalf are suitable, qualified, and aligned with the requirements of the SOMS, including security and ethical considerations.
