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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.

  1. Purpose

  2. References

  3. Policy

  4. Designation of Suitability/Security Coordinators

  5. Position Sensitivity

  6. Security

  7. Investigative Requirements

  8. Security Briefings and Debriefings

  9. General Information

  10. Security Suspension and Removal Authority

  1. PURPOSE. To provide basic definitions of and information concerning the FHWA Personnel Security/Suitability Program.

  2. REFERENCES.

    1. Title 5, U.S. Code (U.S.C), Sections 7531-7533 (Public Law 81-733),

    2. Executive Order 10450, as amended, Security Requirements for Government Employment,

    3. Title 5, Code of Federal Regulations (CFR), Parts 731.101-501,732.101-401, and 736.101-104,

    4. DOT Order 1630.2A, DOT Personnel Security Handbook, dated May 27, 1988, and

    5. DOT Order 1630.3, DOT Personnel Security Policies, dated November 17, 1972.

  3. POLICY. Personnel security policies specified in DOT Order 1630.2A, are applicable to the FHWA.

  4. 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.

  5. 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.

    1. High Risk - positions which have exceptionally serious impact, involving duties especially critical to FHWA.

    2. 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.

    3. Low Risk - positions in which potential for impact to the agency mission is limited.

  6. SECURITY. Security refers to a position's access to information classified "Confidential," "Secret," or "Top Secret."

  7. 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.

    1. Investigations for Low Risk Positions must be initiated immediately after the employee reports for duty.

    2. Investigations for Moderate Risk or High Risk positions must be initiated immediately after the employee is advised of selection for the position.

    3. 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.

  8. SECURITY BRIEFINGS AND DEBRIEFINGS.

    1. 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.

    2. 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.

  9. GENERAL INFORMATION.

    1. 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.

    2. 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.

    3. 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.

  10. 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.
Page last modified on October 19, 2015
Federal Highway Administration | 1200 New Jersey Avenue, SE | Washington, DC 20590 | 202-366-4000