FULL FIELD INVESTIGATIONS ON COMPETITIVE SERVICE EMPLOYEES AND APPLICANTS FOR CRITICAL-SENSITIVE POSITIONS

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP82-00357R000700120011-4
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 5
• Document Creation Date: December 9, 2016
• Document Release Date: July 5, 2000
• Sequence Number: 11
• Content Type: REGULATION

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ADVANCE COF~Y
FEDERAL PEI}SOP~1NFl~~ Z~UINUAL SYSTE24'
FPM LE7."fFR N0. 73b-
SUBJECT: Full Field Investigations on Compet~.tivc Service
Fanployees and Applicants for Critical-Sensitive Positions
}FADS OF DEPARTMENTS -AND INDEPENDENT ESTAF3?~ISfI~JENT~: ~ .
This letter announces mi.nimtun standards relating to full field
investigations for appoi.ntrnent to critical-sensitive positions in
the competitive service. Included aro standards orx acc~pe and
coverage of full field investigations; the sel~:ction, training and
supervision of investigators; and safeguards to avoid unvrarranted
invasion of privacy. These standards are the result of a caz?eful
study by an interagFncy co~runittec representing the; mr~ jor agencies
which conduct full field investigations. They areissued in aceord-
ance with the delegation of authority to ttre Conwi~.ssion containc.~d in
Section g(b) of Executive Order. ].OL,.50 dat~:d. Apri]. ~7, 1953. They
aro binding on all agencies which snake competitive ap}xiintments, with
particul.a.r application to those agencies which conduct full field
investigations by agrecm?nt with the Commission.
~5.; .
Sco~o and Covcra~;e of Full Field Investigations
for Critical-Sensitive Positions
Full field investigations on competitive service ett~ployeen a.nd
applicants fur critical-sensitive positions shall. be personally
conducted investigations which cover the life of the individual
Yrith emphasis on the persott~s background and activities during the
most recent fifteen years, or since his ei.gr-teenth-birthday, which-
ever is the shorter period. Particularly interrsiv~ investigative
coverage is obtained far the last five-year periods In addition,
a thorough personal investigation shall bfl made of'anv materially
derogatory matters developed, requiring investigation before the
five-year period.
The:. basic elerrients of investigation are:
A National Agency Check as follows:
FBI name Checlc
FBI fingerprint check -
CSC Security File check
CSC Security Investigations Index check
Defense Central Index of Investigations check (covering
military service or defense er~playn~nt)
}touse Corvnittee on Un-Arrerica.n Activities chs~k as appropriate
In?,,migration and Naturalization files (on nat~u?ali~,ed citizens)
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- personal intervieti~rs with present and farmer employers; super-
- visors; fellow workers; references, when available; neighbors;
school authorities; rand other know].eclgeable ~~.ssoca.ates.
-- checks of police, credit (when ~~ractical and justified), arid,
other per. ti.nent recard~~ as rc~3;~.ropria,te, such as FB:t field
offices, vita]. sta.tisti.cs (to resolve discrepancies,), military
service, a.nd the like.
Personal intervie`~rs as appx?opriate, for the proximate five-year
period, should be scheduled with employers, supervisors, and work
associates to verify and obtain pertinent details for all employ-
ments in that investigative period. Particular care shall be taken
-also to verify the fact of uncrnployment or self--employment claimed by
the subject of investigation during the proximate five-year period:
Significant education at a college level should be.veri.fied by a
check of the school records. Secondary education should be investi-
gated when the subject is young and has .had no subsequent school.i.n~;.
Personal intervie,?rs should be conducted w3.th available witnesses such
as schoo]. author:i.ties, pro.fc:ssors and former students who wero a.:sso-
ciated with the subject during recent schoalin~,.
Neighborhood investigation should normally?be conducted on civilian
employees and applicants to cover residence during; the most recent
three ,years. Testimony of neighbors before that period n~~,y be JOUght
to verify periods of unemployment or self-employment, or to resolve
questionable. matters which have beQn raised from other sources.
The number of witnesses interviewed cannot be reduced to a formula
but in each case should depend upon the diversity of the subjects
experience and places of residence, as well as upon the depth of
kno:~rledge shown by witnesses concerning the subject's character,
habits, anci background. The objective of the invasti.gation should
be to obtain a comprehensive and well-rounded picture of the
individual's background and activities..
~~
t+'.atters Covered in Full Field Investigations
Basica].].y, full field investigations are designed to develop suffi-
cient information to enable agency officials to determine
the employability or fitness of persons entering critical-sensitive
positions. Fitness includes both security and suitability fi.tnes:,.
Investigations, whenever practicable, should be conducted on a pre-.
employment basis and reports used as a personnel selection device.
Character, habits, morals, associations, and reputation shall be
investigated generally. Loyalty should be particularly stressed and
if a question is raised concerning the subject's loyalty the czse
shall be referred to the Federal ~3ureau of Invest~.gation in accord--
ance with Section 8(d) of Executive Order 1045?
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The affirmative qualities and qualifications of the :subject should tze
fu11.y developed .
Over and above the minimum st~.nd?rds, the full field investigation may
be tailored to obtain inforrnat:}.f?i~ :in depth concerning special attributes
and qualifications required for' pro~~ r perform,~.nce in the particular
kind of position involved.
GUIDES FOP. SFLF;CTTON~__TRAINING AND SUI'FRVISION
OF F3~DIIR~L Pi.'RSOPINEL INUT~STIGATORS
The following guides for the selection,train~.ng and:superviaion of
Federal personnel investigators conducting; full field investigations
for the competitive service havo been adopted by the Commission:
."?~Selection should be based upon
o Any of the following as indication of above-average
mental capacity and verbal ability:
(a) a college degree and written test;
(b) a college degree and oral exam~.nation;
(c) education and experience equivalent to four
years of college and written test;-or
(d) college level written test.
o Demonstrated abila.ty to meet and deal. with peo,ale of all
social and economic levels, evidenced by an appropriate
employment interview or through affirra~ti.vo findings i.ri
a personal investigation.
o Pre-appointment completion of a comprehensivEs full field
investigation with favorable results concerning loyalty
and suitability., shozaing also that the applicant possesses
high moral standards, and the requisite personal'att,ributes,
including integrity, tact, initiative, adaptability,
resaurcefulnc;ss, soundness of judgment;, and ability to meet
and deal with people.
o Potential for growth as an investigator and consideration
of capacity for future development along other technical
or managerial lines as dictated by agency needs.
2. Training and supex?vision of personnel investigators should
meet these minimum requirements:
o Initial training to provide a thoro~,a~;h grounding in the
fundamentals of personnel. investigations and agency missians.
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~ Does not modify or amend the standards far investigators
~n th? competitive service wh~.oh appear ~n C~3C Ef~ndhook X-11~,
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o Provision for periodic re.fre:>her training to update skills
and assure continuing investa.gs.tive coiiipetenc-cz
o Supcrva.sion that is su.ffica.entl.y close, and revie~v that is
sufficiently frequent anci thorr,ugh, to assure good quality
- of investigating and rcportx.r~~; on a timely basis at reason-
able cost..
Manuals _and Instruct5.onal_hta_terial Sub.,j.ect to Review
~~ by the Cor~nrissian
To insure uniformity of investigative methods and pi~oceduxes the
Commission shall, as appropriate, rcviet~r manuals and instructions
to investigators which relate to conducting full hold or background
investigations on competitive service applicants and employees with
respect to those departments and agencies which havo negotiated.
agreements with the Conunission under the provisions of Section ~3(b)
of kl~cecutive Order 101.50.
livoi.dina Unwarranted Invasion of Privac~r
In conducting full field (background) investi~;at3_ons for accei_7~a-
bilit;y far employment in critical-sensitive competitive service
positions under E.O. 10150, inquiries concerning an applicant wall
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 security. Investigators are
not authorized to:
(1) Inquire about race, religion, national origin,-union
membership, fraternal affiliations, political affil.ia-
tioris, or the constitutional.5_ty or wisdom of legislative
policies except when such information constitutes a
bona lido qualification or fitness requa_re;netrt for specific
eanpl.oyment, is required to estab7_ish identity, or directly
relates to security fitness or subversive activities.
(2) Investigate any case or person other than those officially
assigned within their lawful duties.
(3) Interview w~.tnesses without first shoring credentials
giving proper identification and informing the witness
why the investigation is being conducted.
(~.) Furnish information or ask questions in such manner as to
indicate the investigator is in possession of derogatory
information concerning the subject of investigation.
(S) P~Iake covert or surreptitious investigations, or use such
devices or techniques as mail covers, inspection of trash,
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or paid infornkants, except as any of the foregoing nay
specifically and iradiv~].dual1.}~ f:i.r.~t be autlorizc~d by
tho hetid of thv agency or his des:i.gner~..
(b) Use tc;]_ephone or rri.r. ~: 1:.=.l~s ar covert listening or
recording devices.
(7) Use the poly{~rapY~r or otY~~er sa-called 7.i_e detectors Except
as authorized i.n Attac}urrent 1.
(~) Interview applicants or appointees to the competitive
ser~rice concerning their sex~zal behaviox or attitudes
concerning sexual conduct in the absence of allegations
or information indicating sexual misbehavior.
(9) Pixpress opinions about the person under investigation.
(10) Investigate any case in which the investigator ~aza5=rs of
circumstancos which might adversely affect his ,fairness,
impartiality, or objectivity, without first making this
fact knowd to hia superiors.
(11) Divulge any investigative information outside official
channels. '
(12) Make unauthorized intrusions on private property.
Nicholas J. ~ganovic
Fxecutiva Director
Attachment 1
Rules concerning usn of the polygraph
fob competitive service positions
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