High Integrity Personnel Security Screening Standard

Frequently Asked Questions

1. What is the High Integrity Personnel Security Screening Standard (HIPSSS)?
2. Why is this new standard being implemented?
3. What impact will the HIPSSS have on existing CBSA employees?
4. What impact will the HIPSSS have on an external candidate for a job in the CBSA?
5. Who will be responsible for processing the information generated from these new checks and assessments?
6. How will this information be safeguarded and who has access to it?

Integrity Questionnaire

1. What is the Integrity Questionnaire?
2. Why was it decided that an Integrity Questionnaire is required for all applicants applying for employment within the CBSA?
3. What does this requirement involve?
4. What happens if an individual chooses not to complete all or part of the Integrity Questionnaire?
5. Under what authority can the CSBA request the information in the Integrity Questionnaire?
6. Will the information provided in the Integrity Questionnaire be shared with or disclosed to any other departments or agencies?
7. How will the information collected through the Integrity Questionnaire be utilized?
8. Can the information provided in the Integrity Questionnaire affect my eligibility to hold a position within the CBSA?
9. Do I have to disclose information for which I have received a pardon or was sentenced under the Youth Criminal Justice Act?
10. To whom does this requirement apply?

Database Checks

1. Why was it decided to make customs, immigration and law enforcement / police database checks part of the High Integrity Personnel Security Screening Standard for the CBSA?
2. What does the requirement involve?
3. Is it legal to conduct these types of queries?
4. Who will be responsible for processing these database checks?
5. To whom does this requirement apply?
6. Can database checks impact my position?

Internet Open Source Checks

1. Why are we implementing the use of Internet Open Source Checks in the High Integrity Personnel Security Screening Standard?
2. When will Internet Open Source Checks be conducted?
3. What impact could an Internet Open Source Check have on me?
4. To whom does this requirement apply?

Psychological Ethical Testing

1. What is Psychological Ethical Testing?
2. When will the Psychological Ethical Testing be used?
3. What does this Psychological testing involve?
4. Why is Psychological Ethical Testing part of the CBSA High Integrity Personnel Security Screening Standard (HIPSSS)?
5. How will the information obtained from the Psychological Ethical Testing be used?
6. Will the information provided in the Psychological Ethical Testing be shared with or disclosed to any other departments or agencies?
7. What happens if a candidate chooses not to complete a Psychological Ethical Test?
8. How is the information stored and protected?
9. To whom does this requirement apply?

---

1. What is the High Integrity Personnel Security Screening Standard (HIPSSS)?

The HIPSSS is a series of new, enhanced verifications added to the Reliability Status security level screening process. The new standard will strengthen the Agency's current personnel security screening process.

The enhanced verifications are:

• Integrity Questionnaire
• Internal/External Enforcement Database Checks of customs, immigration and police / law enforcement information
• Internet Open Source Checks (for cause)
• Integrity Interview (for cause)
• Psychological Ethical Testing (for cause)

“For cause” means when further research is deemed necessary to confirm or negate adverse security information.

The HIPSSS will be implemented gradually, as follows:

• Phase 1 – Applicants to higher-integrity positions in the CBSA and existing employees in higher-integrity positions at the time of their security screening renewal
• Phase 2 – Program evaluation of the new security screening process and continuation of Phase 1
• Phase 3 – Applicants to the CBSA for all positions
• Phase 4 – Existing employees in all CBSA positions during security screening renewal
• Phase 5 – External service providers where a personnel security screening level is required

These phases will be rolled out over the course of a 5-year period, beginning in June 2012.

“Higher-integrity” means positions with enforcement authority and responsibilities and those positions which allow for access to enforcement information in databases, or knowledge of enforcement activity as well as positions of trust.

2. Why is this new standard being implemented?

The HIPSSS was introduced as a result of a risk exposure gap analysis and real-world events that demonstrated significant risks for corruption, fraud and criminal interference in the CBSA. CBSA staff has access to sensitive information and control over the movement, inspection and release of people and goods including food, plants and animals. If the CBSA were infiltrated by the criminal element, its ability to provide effective integrated border services could be compromised. This could also impact public safety, public trust, relationships with domestic and international partners, the economic well-being of the country and national security.

The HIPSSS is an innovative method to minimize this type of security risk and protect program integrity.

The standard also aligns the CBSA's screening program more closely with that of its law enforcement partners, domestic partners, international partners and border organizations such as the World Customs Organization as well as the security screening of the Agency's departmental programs such as NEXUS.

3. What impact will the HIPSSS have on existing CBSA employees?

The HIPSSS will have the following impacts on CBSA employees upon renewal or upgrade of security screening:

• They will have to complete an Annex to the TBS 330-23 Consent and Verification Security Screening Form
• They will have to initial Box 5 – Other Checks in Part C of the TBS 330-23 Consent and Verification Security Screening Form.
• If adverse information is received, they might be required to complete an Integrity Questionnaire.
• Longer processing time due to enhanced background checks (approx. 5‑10 days).
• When processing a security screening, the Agency conducts a global assessment of all the information about the individual. The discovery of adverse information does not necessarily mean that the employee will not obtain the Reliability Status. Generally, the HIPSSS is not expected to result in the revocation of existing employees security screenings. However, if an employee's Reliability Status is revoked under the new HIPSSS at the CBSA:
  • the employee may file an appeal through normal channels, as for any other grievance as per the Policy on Government Security – Personnel Security Standard s.6.2 and s.6.3; and
  • the employee can still apply and be eligible for a Reliability Status elsewhere in the federal government.

4. What impact will the HIPSSS have on an external candidate for a job in the CBSA?

The HIPSSS applies to all CBSA candidates during the recruitment process for higher integrity positions. The HIPSSS will have the following impacts on CBSA external candidates:

• They will have to complete an Integrity Questionnaire.
• They will have to complete an Annex to the TBS 330-23 Consent and Verification Security Screening Form.
• They will have to initial Box 5 – Other in Part C of the TBS 330-23 Consent and Verification Security Screening Form.
• Longer processing time due to enhanced background checks (approx. 5‑10 days).
• If a candidate is denied a Reliability Status security screening at the CBSA:
  • the candidate may file an appeal through normal channels previously applicable as per the Policy on Government Security – Personnel Security Standard s.6.2 and s.6.3; and
  • the candidate can still apply and be eligible for a Reliability Status in a CBSA position that is not designated as higher-integrity or elsewhere in the federal government.

5. Who will be responsible for processing the information generated from these new checks and assessments?

The CBSA Personnel Security Screening Section, which is part of the Security and Professional Standards Directorate at Headquarters, will process these checks as part of the HIPSSS.

6. How will this information be safeguarded and who has access to it?

All information related to a candidate's security screening assessment will be safeguarded in the individual's Personnel Security Screening File housed in the CBSA Personnel Security Screening Records Office, within the Security and Professional Standards Directorate at Headquarters. Only management and staff with personnel security screening responsibilities will have access to this information.

Integrity Questionnaire

1. What is the Integrity Questionnaire?

The Integrity Questionnaire is an additional tool within the personnel security screening process for a Reliability Status. It delves into the lifestyle of the individual and contains over 50 questions divided into categories: Driving History; Alcohol / Drugs; Gambling; Security; Use of Force; Unlawful Sexual Activity; Involvement with Law Enforcement; Computers and Technologies; Employment; Lifestyle; Affiliations; and Immediate Relatives, Spousal / Partner Information.

The information collected on the questionnaire will be assessed in conjunction with all other information gathered from the applicant or employee and through background checks. A global security screening assessment is conducted to determine whether or not the individual is deemed to meet the values, ethics and integrity expectations of the CBSA. The personal information provided by the individual on the Integrity Questionnaire will help assess the honesty, trustworthiness, integrity and reliability of the individual.

2. Why was it decided that an Integrity Questionnaire is required for all applicants applying for employment within the CBSA?

After extensive research and analysis of the security screening process of law enforcement organizations, it was decided that the Integrity Questionnaire is required to ensure a more thorough security screening assessment. The intent of the Integrity Questionnaire is to measure the applicant's honesty, trustworthiness, integrity and reliability, which are not adequately assessed through current hiring and security screening programs (e.g. written exams, security screening forms, interviews, etc.) or simple database checks.

3. What does this requirement involve?

An applicant for a CBSA security screening in a position of higher-integrity will need to complete the Integrity Questionnaire, which is available on the CBSA Internet online recruitment site as one of the primary steps during the application process. The CBSA Personnel Security Screening Program will review the questionnaire along with all of the other required screening information and verifications, and will render a decision about granting the High Integrity Reliability Status Security Screening level.

4. What happens if an individual chooses not to complete all or part of the Integrity Questionnaire?

Individuals wishing to be considered for employment with the CBSA in a higher-integrity position must complete and submit an Integrity Questionnaire. If an individual refuses to provide answers to any or all of the questions contained in the Integrity Questionnaire, this may result in disqualification and may be interpreted as a withdrawal from the security screening process. The submission of a fully completed Integrity Questionnaire is part of the high integrity security screening process for a Reliability Status, which is a condition of employment.

5. Under what authority can the CSBA request the information in the Integrity Questionnaire?

The CBSA is collecting personal information on the Integrity Questionnaire to help determine the honesty, trustworthiness, integrity and reliability of an applicant, as per the authorities provided under the:

• Financial Administration Act;
• Policy on Government Security;
• Personnel Security Standard;
• Privacy Act; and
• Public Service Employment Act.

6. Will the information provided in the Integrity Questionnaire be shared with or disclosed to any other departments or agencies?

The information in the Integrity Questionnaire may be disclosed to the Canadian Security Intelligence Service and the Royal Canadian Mounted Police as service providers for the federal government for security screening purposes, in accordance with the Policy on Government Security.

If you admit to having committed one or a number of criminal offence(s), for which a pardon was not obtained, on the Integrity Questionnaire or during an Integrity Interview, the information may be disclosed to entities with lawful authority to collect such information (e.g. police of jurisdiction or child protection agency).

If, in light of the information provided through the security screening process, you are deemed to pose a threat to others or yourself, the information may be disclosed to entities with lawful authority to collect such information (e.g. police of jurisdiction).

Such disclosures could lead to incident reports being entered into police databases, which could impact future employment or volunteering opportunities, or other activities that require security screening (e.g. employment with schools, banks, etc.).

Such disclosures could also lead to an investigation, arrest, charge(s), criminal prosecution, conviction and, ultimately, imposition of a sentence.

7. How will the information collected through the Integrity Questionnaire be utilized?

The information in the Integrity Questionnaire will be used by the CBSA to determine an individual's honesty, trustworthiness, integrity and reliability. It may also be used in the context of updating, upgrading or reviewing for cause, the reliability status, security clearance or site access, all of which may lead to a re-assessment of the applicable type of security screening. Information collected by the government institution, and information gathered from the requisite checks and/or investigation, may be used to support decisions which, in extreme situations, may lead to the denial or revocation of a security screening level or discipline, up to termination of employment or contractual agreements.

8. Can the information provided in the Integrity Questionnaire affect my eligibility to hold a position within the CBSA?

If you are a new candidate applying for employment within the CBSA, the information provided in the Integrity Questionnaire may result in your disqualification from the employment process should you not meet the integrity and reliability factors required, after a global assessment of your file. The submission of a fully completed Integrity Questionnaire is part of the security screening process for a Reliability Status, which is a condition of employment.

If you are currently employed by the CBSA, the information provided in the Integrity Questionnaire will be used to determine your suitability to retain a security screening level, which will have an impact on your employment with the CBSA, after a global assessment of your file. If the completion of an Integrity Questionnaire is requested by the Personnel Security Screening Section, it must be fully completed and submitted as your security screening process for a Reliability Status.

9. Do I have to disclose information for which I have received a pardon or was sentenced under the Youth Criminal Justice Act?

You are not obligated to provide any information in the Integrity Questionnaire that relates to a conviction for which you received a pardon or a conviction that was processed pursuant to the Young Offenders Act (R.S.C. 1985, c. Y-1, now repealed) or the Youth Criminal Justice Act (S.C., 2002, c.1).

You are also under no obligation to disclose any information regarding a crime where you were a victim.

10. To whom does this requirement apply?

This new requirement is being applied through a phased approach to all new applicants for CBSA positions and existing CBSA employees in higher-integrity position when adverse information is discovered during renewal or upgrade to a higher security screening level. This includes student, casual, seasonal and term positions, external secondments and deployments. It also applies to persons employed via an external service arrangement, such as consultants, contractors, subcontractors and temporary workers from personnel agencies.

Database Checks

1. Why was it decided to make customs, immigration and law enforcement / police database checks part of the High Integrity Personnel Security Screening Standard for the CBSA?

The purpose is to ensure that all individuals with access to CBSA information and assets have integrity and are honest, trustworthy and reliable. The requirement is an additional measure within the risk assessment process to minimize potential security risks and protect program integrity. Database checks will provide the CBSA with added information to assess a person's reliability and trustworthiness. The requirement is also being implemented in recognition of the sensitive nature of the information and assets maintained by the CBSA as part of its enforcement role and mandate to support national security and public safety priorities.

2. What does the requirement involve?

As part of the assessment within the security screening process, database checks will require that an individual's name and biographical information be queried against immigration, customs and police databases. This information will be used as part of an overall global assessment of the individual's eligibility to hold a security screening level at the CBSA, which is a condition of employment.

3. Is it legal to conduct these types of queries?

Yes, database checks are legal, but only with the consent of the candidate. Once an individual has signed the TBS 330-23 Personnel Screening Consent and Authorization Form, as well as the additional CBSA consent statement, the CBSA will be allowed for the required database checks to be conducted.

4. Who will be responsible for processing these database checks?

The CBSA Personnel Security Screening Section, which is part of the Security and Professional Standards Directorate at Headquarters, will process these checks as one of the verifications undertaken in the High Integrity Personnel Security Screening Standard.

5. To whom does this requirement apply?

This new requirement is being applied through a phased approach to all CBSA employees and new applicants for CBSA positions. This includes student, casual, seasonal and term positions, external secondments and deployments. It also applies to persons employed via an external service arrangement, such as consultants, contractors, subcontractors and temporary workers from personnel agencies.

6. Can database checks impact my position?

Negative results received from database checks will not be assessed alone. A global assessment will be made including all of the other information obtained through the background checks to determine an individual's level of honesty, trustworthiness, integrity and reliability. If it is deemed that the results of the database checks or other information obtained could pose a risk to your work, this may impact your eligibility for a security screening level and, ultimately, your employment with the CBSA.

Before any decisions are taken, or as part of the global assessment, persons who are the subject of adverse information will be interviewed by Personnel Security Staff in relation to the details and risks posed by the information in question.

Internet Open Source Checks

1. Why are we implementing the use of Internet Open Source Checks in the High Integrity Personnel Security Screening Standard?

In order to help evaluate an individual's suitability for employment with the CBSA and to assess their honesty, trustworthiness, integrity and reliability, the CBSA will use Internet Open Source Checks to substantiate or negate adverse information obtained through database checks. It is becoming increasingly common for organizations and businesses to consider an individual's ‘online reputation' as part of their pre-employment screening, vetting processes and ongoing personnel security procedures. This is considered particularly important to the CBSA as it conducts work of a sensitive nature and since the CBSA has access to sensitive information and monopoly power over the movement, inspection and release of people and goods, including food, plants and animals.

2. When will Internet Open Source Checks be conducted?

Open Source Checks may be conducted, for cause, to further assess or evaluate adverse information that may have resulted from internal or external database checks as well as all other information collected under the new HIPSSS:

• upon renewal of your security screening status;
• during a review of the security screening level when adverse information is received;
• when a security screening level upgrade is required.

3. What impact could an Internet Open Source Check have on me?

If it is deemed that the results of the Internet Open Source Checks, along with other information obtained, could pose a risk to the functions being performed in your position, there is a possibility that these results may impact your eligibility to hold a security screening level in a higher-integrity position and thus employment with the CBSA for these positions

4. To whom does this requirement apply?

This new requirement is being applied for cause through a phased approach to new applicants for CBSA positions and existing CBSA employees when adverse information is discovered during renewal or upgrade to a higher security screening level. This includes student, casual, seasonal and term positions, external secondments and deployments. It also applies to persons employed via an external service arrangement, such as consultants, contractors, subcontractors and temporary workers from personnel agencies.

For existing CBSA employees with a valid security screening level, this requirement applies only when adverse information is discovered during renewal or upgrade to a higher security clearance level (i.e. for cause).

Psychological Ethical Testing

1. What is Psychological Ethical Testing?

Psychological Ethical Testing is a tool used to analyze, extract and deduce behavioural profiles. It is used to assess ethical behaviour, integrity and honesty of candidates for integrity assessment purposes and is to be used in conjunction with the candidate's biographical and background information.

2. When will the Psychological Ethical Testing be used?

If through the security screening process adverse information is found that cannot be mitigated, you will need to undergo the test. This will be conducted for the purpose of obtaining a more thorough security screening assessment, and may be used as the last step in our security screening process should doubt still exist as to the integrity of the individual. It may be applied to new applicants to CBSA as part of the security screening process.

3. What does this Psychological testing involve?

First, the individual will be advised that he or she will need to do the Psychological Testing, which would be administered and conducted by an independent clinical psychologist. The coordinates of the individual will be provided to the psychologist, who will contact the person to schedule a date, time and location for the tests.

The process involves writing two different tests and having an interview with the Psychologist on another date. All information collected from the tests and the interview are confidential and will not be divulged to the CBSA. The CBSA will only be provided the result of the psychological assessment to finalize the global evaluation of all information gathered and make a determination regarding the granting of the security screening level requested.

4. Why is Psychological Ethical Testing part of the CBSA High Integrity Personnel Security Screening Standard (HIPSSS)?

Psychological Ethical Testing is required as part of the HIPSSS to ensure that new applicants to CBSA are ethical, reliable and not connected with criminal organizations, as well as to mitigate the risks of the CBSA becoming an easy target for criminal organizations.

5. How will the information obtained from the Psychological Ethical Testing be used?

The psychologist will send an assessment report to the CBSA Personnel Security Screening Program that will be used to finalize the global security screening assessment. The results of the psychological assessment obtained from the Psychological Ethical Testing will be used by the CBSA as part of a global assessment to determine an individual's suitability for obtaining a security screening level and employment at the CBSA. The independent psychologist will provide an assessment report to the CBSA. The psychologist will defend the psychological evaluation test results of the assessed individual when required. Information obtained through the Psychological Ethical Testing may be used to support decisions.

6. Will the information provided in the Psychological Ethical Testing be shared with or disclosed to any other departments or agencies?

Personal information divulged by the applicant to the psychologist will not be shared with any other department or agency. The assessment report from the psychologist, which is for internal use only, will be kept on the individual's security screening file in a sealed envelope and will not be divulged to any other departments or agencies.

7. What happens if a candidate chooses not to complete a Psychological Ethical Test?

The decision to complete the Psychological Ethical Test is voluntary, based on the individual's desire to pursue a career with the CBSA. If an individual refuses to provide answers to any or all of the questions for Psychological Ethical Testing, this will lead to a review of whether the individual is eligible to hold a security screening level required for employment with the CBSA. This may result in the individual's disqualification and may be interpreted as a withdrawal from the security screening process. The Test is part of the security screening process for the CBSA Reliability Status, which is a condition of employment.

8. How is the information stored and protected?

The Psychological Ethical Test questions, answers and assessment will be centrally stored by the head psychologist in a secured locked file room. The information is protected under the Privacy Act. The material is retained for seven years then destroyed.

9. To whom does this requirement apply?

This new requirement is being applied with cause in a phased approach to all new applicants to CBSA in higher-integrity positions.. This includes student, casual, seasonal and term positions, external secondments and deployments. It also applies to persons employed via an external service arrangement, such as consultants (to be determined based on work arrangements) and temporary workers from personnel agencies.