CIVIL SERVICE NEWS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000700120010-5
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: July 5, 2000
• Sequence Number: 10
• Content Type: PREL

? ...Approved F~!"$ Re,le~se 2000/09/0.1 :_.CIA-RDP8,~~,Q,
FOR RELEASE:
c~~t~wo
ADVANCE FOR MONDAY MORNING t?EWSPAPERS
NOT TO BE USED BY PRESS, RADIO, OR TV BEFORE
6.30 P,M., EST, SUNDAY, OCTOBER 27 , 1968.
The Civil Service Commission has issued uniform minimum criteria to be
used_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 past, 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, CSC Chairman
Jolm FJ. 1-lacy, Jr., noted the extensive interest that has been given the
subject by Members 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 polYCy applies to the investigation of persons for
the competitive service, I would hope the saws 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. Scc+pe and coverage of full-field investigations.
Basicmlly, full-field investigations are desiGned to develpp sufficient
information to enable agency officials to determine the employability or
fitness of persons entering critical-sensitive positions. Fitness includes
both security and suitability considerations. ldhenever practicable, the
investigation should be conducted before employment, anal investigative re-
ports should be used as a personnel selection device.
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Character, habits, morals, associations, and reputation will be
investigated generally. Loyalty sl-ould be stressed particularly, and.
if a question is raised concerning the subject's loyalty, the case should
be referred to the Federal Bureau of Investigation.
The affirmative qualities and qualifications of the subject should be
developed fully. Over and above the minimum standards, the full-field
investigation may be tailored to obtain information in depth concerning
special attributes and qualifications required for proper performance in
tl~e particular lcind of position being filled.
Full-geld investigation of competitive service employees and appli-
cants for critical-sensitive positions will be personally conducted in-
vestigation~ which cover the life of the individual, with emphasis on
the person's 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 investigation 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 investigation for the past 3 years.
2. selection, training, and supervision of investigators.
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. mhey should themselves be the subjects of full-field investigations
before appointments They should demonstrate potential for growth.
Training and supervision of personnel investigators should r~leet three
minimum raquirementa: initial training to provide a thorough grounding
in the fur:damentais of personnel investigations and agency missions; peri-
odic refresher training to update skills and assure continuing competence;
and supervision that is sufficiently close -- with review that is suffi-
ciently fre.3uent and thorough -- to assure goad quality of investigating
and reporting on a timely basis at a reasonable cost.
3. Aviidinry unwarranted invasion of priva~-.
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.
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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 when such informationconstitutes
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 officielj,y assigned
within tl--eir lawful duties.
--Interview witnesses without first showing credentials giving proper
identification and informing the witness why the investigation is being
conducted.
--Furnish information or salt questions in such manner as to indicate
the investigator is in possession of derogatory information concerning
the subject of investigation.
--Tdake 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~.e head of the agency or his designee.
--Use telephone or wire taps or covert listening or recording devices.
--Use the polygrul~h or oth~X so-called lie c:etectors e.:cept as indicated
below.
--Interview applicant6 or appointees to the competitive service concern-
ing their sexual behavior or attitudes concerning sexual conduct in the.
absence of allegations or information indicating sexual misbehavior.
-=Express opinions about the person under investigation.
--Investigate any case in which the investigator Tcnows of circumstances
which might adversely affect hip fairness, impartiality, or objectivity,
without first malting this fact ttno~,m to his superiors.
--Divulge any investigative information .outside official channels.
--Tlalce unauthorized intrusions on private property.
The new rules limit the use of the polygraph in the competitive service
to agencies and parts of agencies which have intelligence or counter-
intelligence missions directly affecting the national security and approach-
ing in sensitivity the mission of the Central Intelligence Agency.
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Even ~~*hen the use of polygraph ea;rr:inations is authorized for competi-
tive service positions by the Chairman of the Civil Service Commission,
the methods to be utilized in administering the examinations would be
circumscribed, and polygraph procedures would be monitored to prevent
abuses.
4lritten consent must be obtained from the person to be examined, and
he must be apprised of his right to counsel.
Refusal to take the examination may not be recorded in the employee's
personnel file.
Questions aslced the employes 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 erzployees and applicants must
re-certify the facts on which permission was based. Polygraph o?erators
must be fully qualified in their specialty.
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