CIVIL SERVICE NEWS U.S. CIVIL SERVICE COMMISSION

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000700120006-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 9, 2016
• Document Release Date: July 5, 2000
• Sequence Number: 6
• Publication Date: October 27, 1968
• Content Type: PREL

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FOR RELEASE:
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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.
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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.
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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 ~~~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.
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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