Personnel vetting (for example, background checks, drug tests) is performed at hire, at least in an ad hoc manner
Context and Guidance: Coordinate with Human Resources staff to ensure that credit checks, criminal background checks, drug tests, verifying credentials and previous employment, and possibly other vetting is performed. In certain cases, you may be able to accept a reciprocal background check from a previous employer (such as the federal government). Also, follow up on anything communicated by someone the candidate gave as a reference that raises concern about the candidate’s trustworthiness. The goal is to root out any evidence or indicators that the candidate could end up as an insider threat (e.g., financial instability, criminal history, suspicious or disruptive behavior in previous jobs, lies). Vetting may be conducted internally by Human Resources staff or contracted to a vendor, but in either case must be done by personnel who understand all applicable laws and regulations. For outsourced positions, require vendors to perform equivalent vetting of any contractors who will have access to organisational assets.
Related Practices • Progression: This practice is part of a practice progression. Practice progressions are groups of related practices that represent increasingly complete or more advanced implementations of an activity. The practices in this progression include: WORKFORCE-1a, WORKFORCE-1c, WORKFORCE-1f.