Quality Standards for Background Investigation

2.4.5 Background investigation shall be conducted before a person is given access to security information. From said investigation, any information obtained should be aimed to ascertain that all persons having access to security information are reliable, trustworthy, of good moral character, and of complete unwavering loyalty. The standard in conducting background investigation shall be but not limited to:

A. The head of the Agency and (Personnel Manager) shall warrant that the Legal Officers/Representative) designated, assigned or engaged to their offices receive sufficient initial and periodic training in investigation techniques.

B. A quality investigation comprises of complete and extensive collection of favorableand unfavorable information from variety of sources, past and present, that may include employment, community, credit, and police .C. The investigator must be able to extract information from sources familiar about the person being investigated. He should plan and execute each interview so as to obtain the maximum amount of information from the source. D. Investigation-interview shall be conducted in person and in a suitable location that protects privacy. Telephone interviews may be resorted to, but must state in the report why it was not conducted in person.E. The investigator should advise the source, prior interview, of the purpose for the investigation and should attempt to establish a degree of confidence in the source(s) that will promote a high level of connection and cooperation.F. The compilation of information should cover the following:1. For all Sources. 1.1.Investigators should establish the period and nature of involvement between the source and the subject to evaluate the sources level of understanding. 1.2.The investigator should always secure the source's full name and identify him through any competent evidence of identity, particularly in the case of a source with a common name. All information concerning the subject of the investigation that is provided by a source should be fully explored in the interview.2. For other References .Depending on the source's extent of involvement, investigators should inquire from each reference relevant information about the Subject's:(1) Family, citizenship, education, employment, residence history;(2) community reputation;(3) organizational affiliations;(4) history of mental, emotional, personality disorder , or physical health problems.(5) Drug addiction or habitual alcoholism of the subject;(6) Conviction or commission of a crime involving moral turpitude.If a source provides information to questions in any of the above areas of consideration, the investigator should ask follow-up questions as necessary to elicit all available information. The investigator should also attempt to establish whether there may be personal animosity or bias towards the Subject on the part of the source(s). The investigator should supply any available documentary evidence relating to the conduct in addition to the report of the source.d. For Employment References.The investigator should identify and interview the best source(s) available. These employment references should include, but are not limited to, the Subject's immediate supervisor, coworker(s), and other persons with frequent professional contact, the investigator should inquire regarding:(1) Subjects infraction of companys policies and regulations.(2) Whether the Subject appropriately safeguards the employer's proprietary/sensitive information.(3) Whether the Subject is reliable and eligible for re-hire.The investigator should obtain any available documentary evidence to support the report of the source(s).