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My Certification > Personnel Security 4 > Flashcards

Personnel Security 4 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.

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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.

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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.

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4
Q

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

A
  1. Providing a safe work environment and protecting people
  2. Making the best hiring decision
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5
Q

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

A
  1. Business owners and managers
  2. Human resources personnel
  3. Security personnel
  4. Legal personnel
  5. Outsourcing and subcontracting
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6
Q

What is open-source intelligence (OSINT)?

A

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

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7
Q

What are the benefits of employment applications?

A
  1. Standardization
  2. Ease of legal review
  3. Information useable in the hiring process
  4. Signature and date line for the applicant to attest that information is truthful and complete
  5. Provides space for other necessary statements and signatures
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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.

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9
Q

What is included in a job description?

A
  1. Job title
  2. Description of the type of work to be performed
  3. Summary of the essential responsibilities and activities
  4. Competency requirements
  5. Important details about the organization
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10
Q

What should be considered when determining individual competence?

A
  1. Knowledge, skills, and experience
  2. Roles and responsibilities
  3. Activities related to roles or function
  4. Relevant experience
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11
Q

What should be considered when determining team competence?

A
  1. Leadership
  2. Tean structure, hierarchy, number of people, and roles and responsibilities
  3. The team or group culture and the ability to cooperate, collaborate, and cultivate respect
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12
Q

What steps are taken during the initial applicant screening?

A
  1. Application review
  2. Interviews
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13
Q

What are the three key elements of the vetting process?

A
  1. Identity verification
  2. Personal history verification
  3. Credentialing
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14
Q

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

A
  1. Unique identification number, such as social security numbers, national identification numbers, etc
  2. Minimum age requirements
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15
Q

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

A
  1. Identification and domicile
  2. Employment history
  3. Criminal and other records
  4. Military, law enforcement, and security service employment records
  5. Motor vehicle records
  6. Sexual offender registries
  7. Government sanctions list
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16
Q

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

A
  1. Citizen and work authorization
  2. Records of professional membership
  3. Registration, licenses, and certifications
  4. Verification of competence
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17
Q

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

A
  1. That which the organization considers is proportionate to the role
  2. Legally permissible in the relevant jurisdiction
  3. Acceptable to the organization and applied consistently
  4. Necessary for conducting an effective employee selection process.
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18
Q

What are three common resources to conduct background investigations?

A
  1. Security or asset protection departments
  2. Human resources department
  3. Outside consumer reporting or investigative agency
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19
Q

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

A
  1. Organizational size, structure, and resources
  2. Nature of the position
  3. Investigative expertise
  4. Access to sources of relevant information
  5. Level of background investigation needed
  6. Cost-effectiveness
  7. Time sensitivity
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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.

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21
Q

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

A
  1. Tracking the access and use of the information
  2. Storage
  3. Control of changes
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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

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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.

24
Q

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

A
  1. Human resources
  2. Security
  3. Legal counsel
  4. Occupational safety and health
  5. Union leaders
  6. Employee assistance programs
  7. Crisis management
  8. Risk management
  9. Business continuity
  10. Public relations/corporate communications
25
Q

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

A
  1. Developing the program and supporting policies, procedures, and practices
  2. Organizing and/or conducting training
  3. Enforcing workplace violence prevention policies and procedures
  4. Managing employee assistance programs and employee resources
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.

27
Q

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

A
  1. Current and former employees
  2. Customers
  3. Vendors
  4. Contractors and other individuals working with or on behalf of the organization
  5. Friends, family members, intimate partners
  6. Visitors and guests
  7. Individuals in opposition of the organization’s mission, goals, objectives
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.

29
Q

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

A
  1. Anti-harassment and discrimination
  2. Substance abuse
  3. Code of business conduct/ethics
  4. Electronic communications/computer use
  5. Inspections policy
30
Q

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

A
  1. The basic facts about workplace violence
  2. The specific terms of the organization’s workplace violence prevention and intervention policy and related policies
  3. Identification of concerning behavior that should be reported
  4. Responding to reports of concerning behavior and related emergency situations
31
Q

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

A
  1. Designate a group to design and implement the program
  2. Design the program and establish a plan for its implementation
  3. Establish elements essential to incident management
  4. Develop and disseminate the workplace violence prevention and intervention policy
  5. Monitor, evaluate, and improve prevention and intervention strategies and protools
32
Q

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

A
  1. Through workplace postings, mailings, or e-mail communications
  2. As part of employee orientation and training
  3. During company, department, or work group meetings
  4. As part of the process used by the organization to contract for temporary workers and independent contractors.
33
Q

What do the workplace violence offender type classifications distinguish?

A

The various relationships the offenders have to the workplace.

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

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

36
Q

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

A

Type 3 offender

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

38
Q

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

A

Type 5 offender

39
Q

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

A
  1. Notification
  2. Assessment
  3. Intervention and nonemergency situational resolution
  4. Monitoring
  5. Review and debriefing
40
Q

What are three levels of known subject assessment?

A
  1. Initial
  2. Threshold
  3. Comprehensive
41
Q

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

A

Initial

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

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

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.

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.

46
Q

What are some collateral benefits to executive protection clients?

A
  1. Security drivers
  2. Time management
  3. Travel logistics
  4. Normalcy
47
Q

What are five domains of executive protection?

A
  1. Corporate
  2. Celebrity
  3. Government
  4. Faith based
  5. Hybrid
48
Q

What are three examples of corporate executive protection structures?

A
  1. Full time executive protection employees
  2. Outsourced executive protection services
  3. A hybrid model
49
Q

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

A
  1. Threat assessment associated with the proximity to criminal elements.
  2. Behavior-based threat assessments applied to persons or groups of concern that have been identified by the protective intelligence function.
50
Q

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

A
  1. Technical (mobile and cyber systems)
  2. Reputational
  3. Physical
  4. Health and welfare (lifestyle, medical, etc).
51
Q

What environments are considered during the executive protection vulnerability assessment?

A
  1. Those the principal passes through, such as home and office
  2. Vessels and aircraft
  3. Fixed base operations (FBOs)
  4. Other frequently visited destinations
52
Q

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

A
  1. Ongoing risk assessments
  2. Key stakeholder satisfaction
  3. Responsiveness
  4. Quality of services provided
  5. Team workload
  6. Readiness
  7. Quality of communications
  8. Operational transparency
  9. Financial performance
53
Q

What are core competencies of an executive protection professional?

A
  1. Personal characteristics - physical and mental fitness
  2. Legal and ethical considerations - confidentiality, understanding jurisdictional regulations and laws and use of force guidelines.
  3. Information security and management - Understanding basic technology risks, familiarity with technology security
  4. Communications - listening and information gathering
  5. Protective operations/planning - advance work, threat, risk and vulnerability assessment
  6. Protective operations/tactical - transportation practices, medical first response
54
Q

What is a security advance?

A

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

55
Q

What is a close protection team?

A

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

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