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Study group > CPP 2022 Domain 4: Personnel Security > Flashcards

CPP 2022 Domain 4: Personnel Security Flashcards

1
Q

What is a background investigation?

A

A fact-finding process of logically, methodically, and lawfully gathering and documenting information about an individual’s background.

Source: PBSV Guideline, 3.1, page 1

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2
Q

What is background screening?

A

The process of reviewing an application for completeness and determining whether candidates meet the minimum requirements of a position, as detailed in a job description.

Source: PBSV Guideline, 3.2, page 1

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3
Q

What is background vetting?

A

The act or process of appraising or checking an applicant or information for suitability, accuracy, or validity.

Source: PBSV Guideline, 3.3, page 1

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4
Q

What are two broad reasons an employer should perform background screening and vetting?

A

Providing a safe work environment and protecting people,
Making the best hiring decision.

Source: PBSV Guideline, 4, page 2

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5
Q

Roles in the background screening and vetting process come from what functional groups in an organization?

A

Business owners and managers,
Human resources personnel,

Security personnel,
Legal personnel,
Outsourcing and subcontracting.

Source: PBSV Guideline, 4.3, pages 5-7

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6
Q

What is open-source intelligence (OSINT)?

A

Multi-factor methodology for collecting, analyzing, and making decisions about data accessible in publicly available sources to be used in an intelligence context.

Source: PBSV Guideline, 4.4.3, page 8

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7
Q

What are the benefits of employment applications?

A

Standardization,
Ease of legal review,

Information useable in the hiring process,
Signature and date line for the applicant to attest that information is truthful and complete,
Provides space for other necessary statements and signatures.

Source: PBSV Guideline, 6.1, page 12

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8
Q

What information should not be included on an employment application?

A

Requests for information which might intentionally or unintentionally result in potential candidates disqualifying themselves or requests for information which could lead to intentional or unintentional discrimination or bias during the selection process.

Source: PBSV Guideline, 6.1, page 13

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9
Q

What is included in a job description?

A

Job title,
Description of the type of work to be performed,

Summary of the essential responsibilities and activities,
Competency requirements,
Important details about the organization.

Source: PBSV Guideline, 6.2, pages 14-15

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10
Q

What should be considered when determining individual competence?

A

Knowledge, skills, and experience,
Roles and responsibilities,

Activities related to roles or function,
Relevant experience.

Source: PBSV Guideline, 6.3.1, pages 15-16

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11
Q

What should be considered when determining team competence?

A

Leadership,
Team structure, hierarchy, number of people, and roles and responsibilities,

The team or group culture and the ability to cooperate, collaborate, and cultivate respect.

Source: PBSV Guideline, 6.3.2, page 16

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12
Q

What steps are taken during the initial applicant screening?

A

Application review,
Interviews.

Source: PBSV Guideline, 7, page 16

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13
Q

What are the three key elements of the vetting process?

A

Identity verification,
Personal history verification,

Credentialing.

Source: PBSV Guideline, 8, page 17

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14
Q

What data points should be checked in the vetting process to verify identity?

A

Unique identification number, such as social security numbers, national identification numbers, etc.
Minimum age requirements.

Source: PBSV Guideline, 8.1, pages 17-18

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15
Q

What data points should be checked in the vetting process to verify personal history?

A

Identification and domicile,
Employment history,

Criminal and other records, 
Military, law enforcement, and security service employment records, 
Motor vehicle records, 
Sexual offender registries, 
Government sanctions list.

Source: PBSV Guideline, 8.1, page 18

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16
Q

What data points should be checked in the vetting process to verify credentialing?

A

Citizen and work authorization,
Records of professional membership,

Registration, licenses, and certifications,
Verification of competence.

Source: PBSV Guideline, 8.1, page 18

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17
Q

The extent of additional background investigations should be limited by what?

A

That which the organization considers is proportionate to the role,
Legally permissible in the relevant jurisdiction,

Acceptable to the organization and applied consistently,
Necessary for conducting an effective employee selection process.

Source: PBSV Guideline, 9, page 19

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18
Q

What are three common resources to conduct background investigations?

A

Security or asset protection departments,
Human resources department,

Outside consumer reporting or investigative agency.

Source: PBSV Guideline, 9, page 19

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19
Q

What factors influence the decision to conduct a background investigation internally or externally?

A

Organizational size, structure, and resources,
Nature of the position,

Investigative expertise,
Access to sources of relevant information,
Level of background investigation needed,
Cost-effectiveness,
Time sensitivity.

Source: PBSV Guideline, 9, page 19

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20
Q

What is the purpose of preemployment background screening and vetting program audits?

A

Demonstrate compliance with states procedures, legal, regulatory, and contractual obligations, and accuracy of information.

Source: PBSV Guideline, 10.2, page 21

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21
Q

What controls should be considered to keep applications and background screening and vetting documentation safe?

A

Tracking the access and use of the information,
Storage,

Control of changes.

Source: PBSV Guideline, 11.1, pages 21-22

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22
Q

What guides an organization’s storage and destruction of information it no longer requires?

A

A document retention policy.

Source: PBSV Guideline, 11.1, pages 21-22

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23
Q

What is workplace violence?

A

A spectrum of behaviors, including overt acts of violence, threats, and other conduct that generates a reasonable concern for safety from violence, where a nexus exists between the behavior and the physical safety of employees from any internal or external relationship.

Source: WVPI Standard, 4.2, page 6

24
Q

Which stakeholder groups are involved in the development and implementation of a workplace violence prevention and intervention program?

A

Human resources,
Security,

Legal counsel, 
Occupational safety and health, 
Union leaders, 
Employee assistance programs, 
Crisis management, 
Risk management, 
Business continuity, 
Public relations/corporate communications.

Source: WVPI Standard, 5.2, pages 8-10

25
Q

Which four areas does human resources play a leadership role in for workplace violence and intervention programs?

A

Developing the program and supporting policies, procedures, and practices;
Organizing and/or conducting training;

Enforcing workplace violence prevention policies and procedures;
Managing employee assistance programs and employee resources.

Source: WVPI Standard, 5.2.1, page 8

26
Q

A workplace violence prevention and intervention program needs assessment should be conducted for what purpose?

A

To identify, evaluate, and prioritize the presence of risks of violence affecting the workplace, and the organization’s readiness to respond to concerning behaviors, threats, and violence incidents.

Source: WVPI Standard, 6.1, page 11

27
Q

What are some examples of types of relationships and potential sources of conflict when it comes to workplace violence?

A

Current and former employees,
Customers,

Vendors,
Contractors and other individuals working with or on behalf of the organization,
Friends, family members, intimate partners,
Visitors and guests,
Individuals in opposition of the organization’s mission, goals, objectives.

Source: WVPI Standard, 6.1.2, page 11

28
Q

What should be broadly covered in a workplace violence prevention and intervention policy?

A

State the employer’s commitment to providing a safe workplace and set forth a code of conduct that prohibits all violence, threats, and behavior that reasonable could be interpreted as an intent to cause harm, either on-site or off-site during work-related activities.

Source: WVPI Standard, 6.2.1, page 13

29
Q

What additional policies support a workplace violence prevention and intervention program?

A

Anti-harassment and discrimination,
Substance abuse,

Code of business conduct/ethics,
Electronic communications/computer use,
Inspections policy.

Source: WVPI Standard, 6.2.1, page 14

30
Q

What foundational topics should be included in workplace violence program training?

A

The basic facts about workplace violence,
The specific terms of the organization’s workplace violence prevention and intervention policy and related policies,

Identification of concerning behavior that should be reported,
Responding to reports of concerning behavior and related emergency situations.

Source: WVPI Standard, 6.2.5, page 15

31
Q

What five steps are necessary to implement a workplace violence prevention and intervention program?

A

Designate a group to design and implement the program,
Design the program and establish a plan for its implementation,

Establish elements essential to incident management,
Develop and disseminate the workplace violence prevention and intervention policy,
Monitor, evaluate, and improve prevention and intervention strategies and protocols.

Source: WVPI Standard, 7, pages 17-18

32
Q

What are four ways the workplace violence prevention and intervention policy can be effectively disseminated?

A

Through workplace postings, mailings, or e-mail communications,
As part of employee orientation and training,

During company, department, or work group meetings,
As part of the process used by the organization to contract for temporary workers and independent contractors.

Source: WVPI Standard, 7.4, page 18

33
Q

What do the workplace violence offender type classifications distinguish?

A

The various relationships the offenders have to the workplace.

Source: POA, Personnel, 8.2.1, page 276

34
Q

This type of workplace violence offender has no legitimate relationship to the organization and has criminal intent, such as a criminal or a trespasser.

A

Type 1 offender.

Source: POA, Personnel, 8.2.1, page 276

35
Q

This type of workplace violence offender has a legitimate relationship with the organization, such as a client, customer, patient, visitor, or service provider.

A

Type 2 offender.

Source: POA, Personnel, 8.2.1, page 276

36
Q

This type of workplace violence offender is a current or former employee or contractor of the organization.

A

Type 3 offender.

Source: POA, Personnel, 8.2.1, page 276

37
Q

This type of workplace violence offender may or may not have a relationship with the organization but has a perceived or real personal relationship with an employee, such as a domestic partner or ex-spouse.

A

Type 4 offender.

Source: POA, Personnel, 8.2.1, page 276

38
Q

This type of workplace violence offender has an ideological, political, or religious view in opposition to the organization, for example extremist individuals or terrorists.

A

Type 5 offender.

Source: POA, Personnel, 8.2.1, page 276

39
Q

Workplace violence prevention and intervention programs should develop protocols in what broad categories?

A

Notification,
Assessment,

Intervention and nonemergency situational resolution,
Monitoring,
Review and debriefing.

Source: POA, Personnel, 8.5, pages 283-286

40
Q

What are three levels of known subject assessment?

A

Initial,
Threshold,

Comprehensive.

Source: POA, Personnel, 8.5.2, page 284

41
Q

In this known subject assessment level, the threat management team looks at whether there is an immediate risk of harm.

A

Initial.

Source: POA, Personnel, 8.5.2, page 284

42
Q

In this known subject assessment level, the threat management team determines whether assessment should continue or whether the situation requires only monitoring.

A

Threshold.

Source: POA, Personnel, 8.5.2, page 284

43
Q

This known subject assessment level is conducted if a predetermined threshold has been reached. During the assessment, the threat management team looks at additional information and provides the basis for the design and implementation of a nonimmediate emergency resolution plan.

A

Comprehensive.

Source: POA, Personnel, 8.5.2, page 284

44
Q

What is executive protection?

A

The security and risk mitigation measures taken to ensure the safety of individuals who may be exposed to elevated personal risk because of their employment, high-profile status, high net worth, or various affiliations.

Source: POA, Personnel, 5.1, page 181

45
Q

What is the first step in building an executive protection program?

A

Assessing the risk to the individual, family, or organization being protected.

Source: POA, Personnel, 5.1, page 182

46
Q

What are some collateral benefits to executive protection clients?

A

Security drivers,
Time management,

Travel logistics,
Normalcy.

Source: POA, Personnel, 5.1, page 181

47
Q

What are five domains of executive protection?

A

Corporate,
Celebrity,

Government,
Faith-based,
Hybrid.

Source: POA, Personnel, 5.2, pages 184-188

48
Q

What are three examples of corporate executive protection structures?

A

Full-time executive protection employees,
Outsourced executive protection services,

A hybrid model.

Source: POA, Personnel, 5.2.1, page 184

49
Q

What are the two definitions threat assessment takes in the executive protection community?

A

Threat assessment associated with the proximity to criminal elements.
Behavior-based threat assessments applied to persons or groups of concern that have been identified by the protective intelligence function.

Source: POA, Personnel, 5.3.2, page 190

50
Q

What threat vectors are evaluated in a comprehensive executive protection threat assessment?

A

Technical (mobile and cyber systems),
Reputational,

Physical,
Health and welfare (lifestyle, medical, etc).

Source: POA, Personnel, 5.3.2, page 191

51
Q

What environments are considered during the executive protection vulnerability assessment?

A

Those the principal passes through, such as home and office,
Vessels and aircraft,

Fixed base operations (FBOs),
Other frequently visited destinations.

Source: POA, Personnel, 5.3.2, page 191

52
Q

What are potential key performance indicators for an executive protection program?

A

Ongoing risk assessments,
Key stakeholder satisfaction,

Responsiveness, 
Quality of services provided, 
Team workload, 
Readiness, 
Quality of communications, 
Operational transparency, 
Financial performance.

Source: POA, Personnel, 5.3.4, page 194

53
Q

What are core competencies of an executive protection professional?

A

Personal characteristics - physical and mental fitness.
Legal and ethical considerations - confidentiality, understanding jurisdictional regulations and laws and, use of force guidelines.

Information security and management - Understanding basic technology risks, familiarity with technology security.
Communications - listening and information gathering,
Protective operations/planning - advance work, threat, risk and vulnerability assessment,
Protective operations/tactical - transportation practices, medical first response.

Source: POA, Personnel, 5.3.5, pages 195-196

54
Q

What is a security advance?

A

A thorough, detail-oriented advance plan for the principal’s movements.

Source: POA, Personnel, 5.4.2, page 202

55
Q

What is a close protection team?

A

The group of individuals who provide the final layer of physical protection to principals.

Source: POA, Personnel, 5.4.2, page 206

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