STATEMENT OF HMG PERSONNEL SECURITY AND NATIONAL SECURITY VETTING POLICY
Please note that any information provided will be treated in strict confidence. In cases where a potential risk is identified, and a decision
taken to 'manage the situation' rather than refuse security clearance, those tasked with managing that risk will need the appropriate
information in order to do this effectively.
Failure to disclose relevant circumstances or information is likely in itself to be regarded as evidence of unreliability and will
be taken into account when assessing your suitability for security clearance. It is therefore in your own interests to be honest
and open in the information you provide in this questionnaire.
Minimum Personnel Security Controls
8. National security vetting decisions may only be taken by Government
1. It is HM Government's policy that all areas of government and the
departments, agencies, the Armed Forces or police forces. All the
national infrastructure should include in their recruitment processes
available information is taken into account to reach a reasoned decision
certain basic checks. These checks include verification of the applicant's
on an individual's suitability to hold a security clearance.
identity, employment history, their right to work in the UK and, if
appropriate, checks of any unspent criminal records. Within government
9. Security clearances may be refused or withdrawn where:
these controls are described in the Baseline Personnel Security
Standard. In addition, the Centre for the Protection of National
• There are security concerns related to an individual's involvement or
Infrastructure (CPNI) produces a range of relevant guidance on
connection with activities, organisations or individuals associated with
personnel security and makes similar advice available to the wider
the threats described in this Statement (or any similar new threats
• Personal circumstances, current or past conduct indicate that an
National Security Vetting
individual may be susceptible to pressure or improper influence;
2. National security vetting comprises a range of additional checks and may
• Instances of dishonesty or lack of integrity cast doubt upon an
be applied where a risk assessment indicates it is proportionate to do so.
The risk assessment process takes account of the access an individual
may have to sensitive assets (physical, personnel or information) at risk
• Other behaviours or circumstances indicate unreliability.
from a wide range of threats. These threats include: terrorism,
espionage, or other actions that could threaten the United Kingdom. The
10. Wherever possible existing employees will have an opportunity to
requirements of international agreements concerning the protection of
discuss, comment on and challenge any adverse information that
allies' information may also inform such assessments.
arises. However in certain circumstances it may not be possible to
share such information as this could compromise national security, the
3. It is government policy that individuals should not be expected to hold an
public interest or third party confidentiality.
existing security clearance in order to apply for posts that require vetting,
except where such posts are short term and need to be filled urgently.
4. There are three different types of national security vetting clearance:
11. Existing employees who are subject to national security vetting and
Counter Terrorist Check (CTC), Security Check (SC) and Developed
either refused a security clearance or whose clearance is withdrawn
Vetting (DV). Before any such clearance is undertaken the requirements
may appeal against such decisions. All departments and agencies that
of the Baseline Personnel Security Standard must be met. Whilst the
carry out national security vetting must provide for an internal appeal
information required and the range and depth of checks undertaken at
process. Where individuals remain dissatisfied they may appeal to
each level may vary, they are all intended to allow Government
the Security Vetting Appeals Panel, an independent body.
departments and agencies, the Armed Forces and police forces to
assess whether individuals who are to be employed in sensitive posts or
12. The Panel will consider the case, review the information and invite the
critical functions might represent a security risk either directly or
appellant and the organisation to make representations. The Panel will
make recommendations to the Head of Department or organisation in
the light of its findings as to whether the decision should stand or be
reviewed. The Panel may also comment on the security vetting
procedures and adequacy of the internal appeal arrangements.
5. Individuals subject to national security vetting (including UK nationals
taking up sensitive posts in international organisations) will be asked to
13. There are no national security vetting appeal routes for applicants for
provide via questionnaire personal information about themselves,
employment who are refused a security clearance. Separate
partners, family members and other associates. It may be checked, and
arrangements exist for applicants, employees and contractors of the
retained for future checks, against:
security and intelligence agencies, who may complain to the
Investigatory Powers Tribunal. Any individual may apply to an
• Relevant personnel records held by the employing department or
Employment Tribunal if they feel that they have been discriminated
against in any part of the recruitment process.
• Criminal records (both spent and unspent as defined by the
Rehabilitation of Offenders Act 1974)
Ongoing Personnel Security Management
• Information held by the Security Service.
14. The national security vetting process provides an assessment of the
vetting subject at the time the process is carried out but active ongoing
• Credit reference agency records
personnel security management is required to ensure that a security
clearance maintains its currency. As a minimum this will involve active
6. The process may also take account of:
consideration of the vetting subject's continuing conduct in respect of
• Financial circumstances generally
security matters; it will also require checks to be repeated at regular
• Third party character references
• Any medical considerations that could give rise to security concerns
7. Interviews with the vetting subject and referees may be carried out to
establish good character and to verify information that has been
Handling Instruction: Vetting-in-Confidence