Document Type: 
Document Number (FOIA) /ESDN (CREST): 
Release Decision: 
Original Classification: 
Document Page Count: 
Document Creation Date: 
December 9, 2016
Document Release Date: 
July 5, 2000
Sequence Number: 
Case Number: 
Publication Date: 
October 27, 1968
Content Type: 
PDF icon CIA-RDP82-00357R000700120006-0.pdf255.57 KB
ApproveFor~~lease 2000/09/0'ICIA-RDF'~~~t~007006006- FOR RELEASE: ;v; ADVANCE FOR MONDAY MORNING T?EWSPAPERS NOT TO BE USED BY PRESS, RADIO, OR TV $EFORE 6530 P.M., EST, SUNDAY, OCTOBER 27, 1968 The Civil service Commission has issued uniform minimum criteria to be uaed_by all agencies which conduct full-field investigations of employees and applicants for appointment to critical-sensitive positions in the com- petitive civil service. There has been a substantial degree of uniformity in the peat, but this is the first time Government-wide standards have been issued. The standards include the minimum scope and coverage of full-field in- vestigations, criteria for the selection, training, and supervision of investigators, and strong safeguards against unwarranted invasion of pri- vacy, including restrictions on the use of the polygraph. In approving the recommendations of an interagency committee represent- ing the maior agencies which conduct full-field investigations, C5C Chairman John ~?1. T-lacy, Jr., noted the extensive interest that has been given the subject by rlembera of Congress and the judiciary, civil rights and Federal employee organizations, and other groups and individuals. He expressed keen satisfaction that the new procedures will apply to all agencies which conduct full-field investigations for the competitive service. Regarding the sanctions against unwarranted invasion of privacy, he said: "While the new policy applies to the investigation of persons for the campeti,tive servica, 1' would hope the same standards will be adopted by agencies which conduct investigations of persons for the excepted service." ICey elements of the new standards-and procedures are as follows: 1. Scope and coverage Basically, full-field investigations are designed to develop sufficient infoxmation to enable agency officials to determine the employability or fitness of persons entering critical-sensitive positions. Fitness includes both security and suitability considerations. Idhenever practicable, the investigation should be conducted before employment, anal investigative re- ports should be used as a personnel selection device. (more) Approved For Release 2000/09/01 :CIA-RDP82-003578000700120006-0 A-p~prtw~d P"~~r~ ~e_2000f09/0-1 :-CAA-R 2r Character, habits, morals, associations, and reputation will be investigated generally. Loyalty should be stressed particularly, and. if a question is raised concerning the subjects loyalty, the case should be referred to the E'ederal Bureau of Investigation. The affirmative qualities and qualifications of the subject should be develapecl fully. Over and above the minimum standards, the full-field investigatian may be tailored to obtain information in depth concerning special attributes and qualifications required for proper performance in the part4.cular lcind of position being filled. #'ull-a'.~;,nld investigation of competitive service employees and appli- cants for critical-sensitive positions will be personally conducted in- vestigations which cover the life of the individual, with emphasis on the persons background and activities during the most recent 15 years or since his 18th birthday, whichever is the shorter period. Particular- ly intensive investigation coverage will be obtained for the last 5-year period, and in addition, a thorough personal investigation will be made of any materially derogatory matters developed which may require investi- gation before the 5-year period, Basic .elements of the investigatian will include appropriate name checks; personal interviews; checks of police records, credit records whenever practicable and justified, and other pertinent records as appropriate; veri- fication of vital statistics and military service; verification of education claimed; and neighborhood investigatian for the past 3 years. 2. ~electian, training, and supervision of investisators. selection of investigators should be based upon sound indications of above-average mental capacity and verbal ability. Candidates should have demonstrates ability to meet and deal with people of all Social and economic levels. They should themselves be the subjects of full-yield investigations before appointment, They should demonstrate potential for growth. Training and supervision of personnel investigators shoulrlraeet three minimum requirements: initial training to provide a thorough grounding in the fundamentals of personnel investigations and agency missions; peri- odic refrcysher training to update slcills and assure continuing competence; and supervision that is sufficiently close _- with review that is suffi- ciently frE~~~uent and thorough -- to assure good quality of investigating and reporting on a timely basis at a reasonable cost. 3. Avciclin~ unwarranted invasion of privarY, Inquiries concerning an applicant will be limited to matters relevant to a determination of fitness for the position, including a determination as to whether his employment is clearly consistent with the national secu- rity. Approved For Release 2000/09/01 :CIA-RDP82-003578000700120006-0 Approved ;Forelease 2000/09/01 :CIA-F~p~~~$2~Qp~57~Rfl00700120006- x Investigators are not authorized to: --Inquire about race, religion, national origin,. union membership, fraternal affiliations, political affiliations, or the constitutionality or wisdom of legislative policies except ~~~hen ouch information constitutes a bona fide qualification or fitness requirement for specific employment, is required to establish identity, or directly relates to security fitness or subversive activities. --Investigate any case or~person other than those official~.y assigned within their lawful duties. --Interview witnesses without first Showing credentials giving proper identification and informing the witness why the investigation is being conducted. --Furnish information or aslc questions in such manner as to indicate the investigator is in poaoesaion of derogatory information concerning the subject of investigation. --14alte covert or surreptitious investigations, or use such devices or techniques as mail covers, inspection of trash, or paid informants, except as any of the foregoing may specifically and individually first be autho- rized by tl~.c: head of the agency or his designee. --Use telephone or wire taps or covert listening or recording devices. --Use the polygraph or otha~ so-called lie detc~ctorc e,scept as indicated below. --Interview applicants or appointees to the competitive service concern- ing their sexual behavior or attitudes concerning sexual conduct in the: absence of allegations or inforration indicating sexual misbehavior. -=Express opinions about the person under investigation. --Investigate any case in which the investigator tcnows of circumstances which might adversely affect hie fairness, impartiality, or objectivity, without first malting this fact known to his superiors. --Divulge any investigative information outside official channels. --1lalce unauthorized intrusions on private property. The new rules limit the use of the polygraph in the competitive service to agencies and parts of agencieo which have intelligence or counter- intelligence missions directly affecting the national security and approach- ing in sensitivity the mission of the Central Intelligence Agency. Approved For Release 2000/09/01 :CIA-RDP82-003578000700120006-0 Approver! ~Q~:a~e 2000~09~01_:_CFA .P x ~Q,O~-S~RA987A9"12-0906-0 ~,,I Even ~,*hen the use of poly~rapit e~st~,.n.inatians is authorized far competi- tive service positions by the Chairrian of tl~e Civil :service Commission, the methads to be utilized in adrinistering the examinations would be circumscribed, and polygraph procedures would be monitored to prevent abuses. ~lritten consent must be obtained from the person to be examined, and he must be apprised of his right to counsel. FefusaL to take the examination may not be recorded in the employee's personnel file. Questions asked the emplayc~3 or applicant must have specific relevance to the subject of the inquiry. Charts and files resulting from administering the examinations must be properly safeguarded. Each year, the head of an agency which has been granted authority to use the polygraph on competitive service er