U.S. Department of Transportation
Federal Highway Administration
1200 New Jersey Avenue, SE
Washington, DC 20590
202-366-4000
This Directive was canceled July 11, 2005.
Order |
Subject |
Personnel Management Manual: Chapter 4: Personnel Suitability/Security Program |
Classification Code |
Date |
|
M3000.1B |
June 28, 1996 |
|
Par.
- Purpose
- References
- Policy
- Designation of Suitability/Security Coordinators
- Position Sensitivity
- Security
- Investigative Requirements
- Security Briefings and Debriefings
- General Information
- Security Suspension and Removal Authority
- PURPOSE. To provide basic definitions of and information concerning
the FHWA Personnel Security/Suitability Program.
- REFERENCES.
- Title 5, U.S. Code (U.S.C), Sections 7531-7533 (Public Law 81-733),
- Executive Order 10450, as amended, Security Requirements for Government Employment,
- Title 5, Code of Federal Regulations (CFR), Parts 731.101-501,732.101-401, and 736.101-104,
- DOT Order 1630.2A, DOT Personnel Security Handbook, dated May 27, 1988, and
- DOT Order 1630.3, DOT Personnel Security Policies, dated November 17, 1972.
- POLICY. Personnel security policies specified in DOT Order 1630.2A,
are applicable to the FHWA.
- DESIGNATION OF SUITABILITY/SECURITY COORDINATORS. Each Unit Manager
and the Federal Lands Highway Division Engineers shall designate a Personnel
Security/ Suitability Coordinator who will perform thenecessary liaison functions
working with the Unit Manager and the Personnel Security Officer to ensure that
all requirements are met.
- POSITION SENSITIVITY. Each position in the Federal service must be
designated at a position risk level commensurate with the public trust responsibilities
and attributes as they relate to the efficiency of the service. The suitability
risk levels are ranked according to the degree of adverse impact an unsuitable
person could cause. Suitability determinations will be made in accordance with
paragraph 9 of this chapter.
- High Risk - positions which have exceptionally serious impact, involving
duties especially critical to FHWA.
- Moderate Risk - positions that have the potential for moderate to serious
impact involving duties of considerable importance to the agency or program
mission with significant program responsibilities and delivery of customer
service to the public.
- Low Risk - positions in which potential for impact to the agency mission is limited.
- SECURITY. Security refers to a position's access to information
classified "Confidential," "Secret," or "Top Secret."
- INVESTIGATIVE REQUIREMENTS. All employees are required to have an
investigation under E.O. 10450. The extent or type of investigation will vary
according to the type of position the person occupies.
- Investigations for Low Risk Positions must be initiated immediately after the employee reports for duty.
- Investigations for Moderate Risk or High Risk positions must be initiated
immediately after the employee is advised of selection for the position.
- Investigations for "Secret" or "Top Secret" positions
must be completed prior to the person entering the position. The Personnel
Security Officer will arrange for any exceptions to this requirement.
- SECURITY BRIEFINGS AND DEBRIEFINGS.
- Security Briefing. Unit Managers must ensure that their subordinates
who are granted access to classified information receive a briefing on thesecurity
factors concerned. The security briefing should be conducted by the Personnel
Suitability/Security Coordinator.
- Security Debriefing. Departmental regulations require that employees
for whom a security clearance has been issued shall be given a security debriefing
when their access authorization is discontinued for any reason.
- GENERAL INFORMATION.
- Suitability - refers to identifiable character traits and past
conduct which are sufficient to determine whether a given individual is likely
or not likely to be able to carry out the duties of a Federal job with appropriate
efficiency and effectiveness.
- Suitability Determinations. When significant information arises
regarding an individual's fitness for employment, the Personnel Security
Officer shall furnish this information to the appropriate management official
for a suitability determination.
- Derogatory Information. All Suitability/Security Coordinators,
supervisors and personnel appointing officials are responsible for advising
the Personnel Security Officer of any information regarding a subordinate
employee which indicates possible variance with any security or suitability
standard and criteria as set forth in DOT Order 1630.2A, Chapter II.
- SECURITY SUSPENSION AND REMOVAL AUTHORITY. Only the Secretary may
direct the suspension or removal from the service of an employee of the FHWA
for security reasons. Likewise, only the Secretary may direct the reemployment
of any person previously removed from the Federal service for security reasons.
These authorities have not been delegated.
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Page last modified on October 19, 2015