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A S I S I N T E R N A T I O N A L
Private Security Offi cer Selection and Training
GUIDELINEASIS GDL PSO-2010
ASIS GDL PSO-2010
an ASIS Guideline for Security
Private Security Officer Select ion and Tra ining Guideline
Safe ty Act Designat ion
In April 2005, the U.S. Department of Homeland Security (DHS) awarded ASIS International a Designation for its Guidelines
Program under the SAFETY Act (Support Anti-Terrorism by Fostering Effective Technology Act of 2002). This Designation is
significant in three ways: (1) it establishes that ASIS standards and guidelines are qualified to be a “technology” that could
reduce the risks or effects of terrorism, (2) it limits ASIS’ liability for acts arising out of the use of the standards and guidelines
in connection with an act of terrorism, and (3) it precludes claims of third party damages against organizations using the
standards and guidelines as a means to prevent or limit the scope of terrorist acts.
Approved April 16, 2010
ASIS International
Abstract
This Guideline is intended to set forth minimum recommendations that can be used to assist in the selection and training of
private security officers.
ASIS GDL PSO -2010
ii
NOTICE AND DISCLAIMER The information in this publication was considered technically sound by the consensus of those who engaged in the
development and approval of the document at the time of its creation. Consensus does not necessarily mean that there is
unanimous agreement among the participants in the development of this document.
ASIS International standards and guideline publications, of which the document contained herein is one, are developed
through a voluntary consensus standards development process. This process brings together volunteers and/or seeks out the
views of persons who have an interest and knowledge in the topic covered by this publication. While ASIS administers the
process and establishes rules to promote fairness in the development of consensus, it does not write the document and it does
not independently test, evaluate, or verify the accuracy or completeness of any information or the soundness of any judgments
contained in its standards and guideline publications.
ASIS is a volunteer, nonprofit professional society with no regulatory, licensing or enforcement power over its members or
anyone else. ASIS does not accept or undertake a duty to any third party because it does not have the authority to enforce
compliance with its standards or guidelines. It assumes no duty of care to the general public, because its works are not
obligatory and because it does not monitor the use of them.
ASIS disclaims liability for any personal injury, property, or other damages of any nature whatsoever, whether special,
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performance of any individual manufacturer or seller’s products or services by virtue of this standard or guide.
In publishing and making this document available, ASIS is not undertaking to render professional or other services for or on
behalf of any person or entity, nor is ASIS undertaking to perform any duty owed by any person or entity to someone else.
Anyone using this document should rely on his or her own independent judgment or, as appropriate, seek the advice of a
competent professional in determining the exercise of reasonable care in any given circumstances. Information and other
standards on the topic covered by this publication may be available from other sources, which the user may wish to consult
for additional views or information not covered by this publication.
ASIS has no power, nor does it undertake to police or enforce compliance with the contents of this document. ASIS has no
control over which of its standards, if any, may be adopted by governmental regulatory agencies, or over any activity or
conduct that purports to conform to its standards. ASIS does not list, certify, test, inspect, or approve any practices, products,
materials, designs, or installations for compliance with its standards. It merely publishes standards to be used as guidelines
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any information in this document shall not be attributable to ASIS and is solely the responsibility of the certifier or maker of
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All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or
by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written consent of the
copyright owner.
Copyright © 2010 by ASIS International
ISBN 978-1-934904-03-9
ASIS GDL PSO -2010
iii
FOREWORD The information contained in this Foreword is not part of this ASIS International Guideline and has not been processed in
accordance with ASIS’ requirements for a Guideline. As such, this Foreword may contain material that has not been subjected
to public review or a consensus process. In addition, it does not contain requirements necessary for conformance to the
Guideline.
About ASIS ASIS International (ASIS) is the preeminent organization for security professionals, with more than 37,000 members
worldwide. ASIS is dedicated to increasing the effectiveness and productivity of security professionals by developing
educational programs and materials that address broad security interests, such as the ASIS Annual Seminar and Exhibits, as
well as specific security topics. ASIS also advocates the role and value of the security management profession to business, the
media, government entities, and the public. By providing members and the security community with access to a full range of
programs and services, and by publishing the industry’s No. 1 magazine – Security Management - ASIS leads the way for
advanced and improved security performance.
The work of preparing ASIS Standards and Guidelines is carried out through the ASIS International Standards and Guidelines
Commission and its committees. The Mission of the ASIS Standards and Guidelines Commission is to advance the practice of
security management through the development of standards and guidelines within a voluntary, nonproprietary, and consensus-based
process, utilizing to the fullest extent possible the knowledge, experience, and expertise of ASIS membership, security professionals, and the
global security industry.
Suggestions for improvement of this document are welcome. They should be sent to ASIS International, 1625 Prince Street,
Alexandria, VA 22314-2818, USA.
Commission Members: Jason L. Brown, Thales Australia
Steven K. Bucklin, Glenbrook Security Services, Inc.
John C. Cholewa III, CPP, Mentor Associates, LLC
Cynthia P. Conlon, CPP, Conlon Consulting Corporation
Michael A. Crane, CPP, IPC International Corporation
William J. Daly, Control Risks Security Consulting
Eugene F. Ferraro, CPP, PCI, CFE, Business Controls Inc.
F. Mark Geraci, CPP, Purdue Pharma L.P., Chair
Robert W. Jones, Socrates Ltd, Inc.
Michael E. Knoke, CPP, Express Scripts, Inc., Vice Chair
John F. Mallon, CPP, Mallon & Associates, LLC
Marc H. Siegel, Ph.D., Commissioner, ASIS Global Standards Initiative
John E. Turey, CPP, ITT Corporation
Roger D. Warwick, CPP, Pyramid International
ASIS GDL PSO -2010
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At the time it approved this document, the PSO Guideline Committee, which is responsible for the development of this
Guideline, had the following members:
Committee Members:
Committee Chairman: Bernard D. Greenawalt, CPP, Securitas Security Services USA, Inc.
Commission Liaison: Steven K. Bucklin, Glenbrook Security Services, Inc.
Committee Secretariat: Sue Carioti, ASIS International
Dennis Blass, CPP, PSP, CFE, Security Engineers
Sandra M. Cowie, CPP, Principal Financial Group
Sandi J. Davies, International Foundation for Protection Officers
Michael E. Goodboe, Ed.D., CPP, G4S Wackenhut
Richard H. McClintock
Vincent L. Ruffolo, A&R Security Services Inc.
Jeffrey A. Slotnick, PSP, Setracon, Inc.
Revision History This second edition of the Private Security Officer Selection and Training Guideline was approved by the ASIS
International Commission on Standards and Guidelines in 2010. The baseline document was published in 2004.
Guideline Designation This Guideline is designated as ASIS GDL PSO-2010.
Keywords Private Security Officer, State Regulation of Private Security, Selection: Employment Screening Criteria, Training Criteria.
ASIS GDL PSO -2010
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TABLE OF CONTENTS 1. SCOPE, SUMMARY, AND PURPOSE................................................................................................................................. 1
1.1 SCOPE ................................................................................................................................................................................. 1
1.2 SUMMARY ............................................................................................................................................................................ 1
1.3 PURPOSE ............................................................................................................................................................................. 1
2. TERMS AND DEFINITIONS .............................................................................................................................................. 2
3. RECOMMENDED PRACTICES ........................................................................................................................................... 4
3.1 SELECTION: EMPLOYMENT SCREENING CRITERIA .......................................................................................................................... 5
3.2 TRAINING CRITERIA ................................................................................................................................................................ 7
4. APPENDIX A – SAMPLE ADJUDICATION SCORING ......................................................................................................... 11
A.1 CONSIDERATIONS FOR EDUCATION VERIFICATION ...................................................................................................................... 11
A.2 CONSIDERATIONS FOR EMPLOYMENT VERIFICATION ................................................................................................................... 11
A.3 CONSIDERATIONS FOR SOCIAL SECURITY NUMBER TRACES .......................................................................................................... 12
A.4 CONSIDERATIONS FOR MOTOR VEHICLE REGISTRATION VERIFICATION ........................................................................................... 12
5. REFERENCES/BIBLIOGRAPHY ........................................................................................................................................ 13
TABLE OF TABLES
TABLE 1: STATE REGULATION OF PRIVATE SECURITY ................................................................................................................................ 4
TABLE 2: SELECTION: EMPLOYMENT SCREENING CRITERIA ........................................................................................................................ 6
TABLE 3: TRAINING CRITERIA .............................................................................................................................................................. 8
ASIS GDL PSO -2010
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ASIS INTERNATIONAL GUIDELINE ASIS GDL PSO-2010
an ASIS Guideline for Security –
Private Security Officer
Selection and Training Guideline
1
1. SCOPE, SUMMARY , AND PURPOSE
1.1 Scope
The Private Security Officer Selection and Training Guideline is not intended to cover all aspects of
selection and training for private security officers. It is intended to set forth minimum
recommendations that can be used to assist in the selection and training of private security officers.
The Guideline is United States focused and is not intended to be an International document; however,
due to the global nature of many U.S. organizations, it is recommended that employers develop
country-specific processes where appropriate.
Private security officer selection and training has been a topic of interest with much debate over the last
30 years. Various studies and research efforts have been undertaken to better define the role of a
private security officer and also provide needed information for adequate selection and training of such
officers.
1.2 Summary
The Private Security Officer Selection and Training Guideline offers recommendations for the selection
and training of all private security officers, and includes definitions of relevant terms and
references/bibliography.
1.3 Purpose
The purpose of the Private Security Officer and Training Guideline is to provide recommended
minimum qualifications in order to improve the performance of private security officers and the
quality of security services.
ASIS GDL PSO -2010
2
2. TERMS AND DEFINITIONS 2.1 armed – As used in this Guideline, armed refers to a private security officer who is equipped
with or has access to a weapon (firearm), such as a pistol or rifle, from which a shot is
discharged. (Security officers who are required to carry non-lethal weapons -- such as chemical
agent sprays, tasers, etc. -- should be required to have the proper training as required by state
statute and/or manufacturers’ recommendations.)
2.2 armored car company – A company which, for itself or under contract with another, transports
currency, securities, valuables, jewelry, food stamps, or any other item that requires secured
and insured delivery from one place to another with armed personnel.
2.3 armored car personnel – An armed employee of an armored car company who is engaged
exclusively by that company and is liable for the safe transportation, care, and custody of
valuables.
2.4 background verification/check – The process of checking an individual’s character, general
reputation, personal characteristics, or mode of living for consideration of employment,
promotion, access to sensitive assets (such as national information), or for continued
employment. Elements of a background verification/check can vary widely, and may include
information from credit bureaus, courts records repositories, departments of motor vehicles,
past or present employers and educational institutions, governmental occupational licensing or
registration entities, business or personal references, and any other source required to verify
information that was voluntarily supplied.
2.5 computer based training – Any training that uses a computer as the focal point of instructional
delivery. Training is provided through the use of computer hardware and software that guides
the learner through an interactive learning program.
2.6 contract security service – Protective services provided by one entity, specializing in such
services, to another entity on a compensated basis.
2.7 criteria – The individual (criterion) or collective (criteria) stated qualifications to be compared
with an applicant’s or employee’s actual credentials, experience, or history in determining
suitability for an employment decision (hiring or otherwise).
2.8 electronic medium based training – Any training that uses an electronic technology as a
method of effectively conveying instruction and/or information. Electronic technology includes,
but is not limited to video, DVD, CD, audio files, and video conferencing.
2.9 homeland security – The federal government’s efforts -- in coordination with state and local
governments and the private sector -- to develop, coordinate, fund, and implement the
programs and policies necessary to detect, prepare for, prevent, protect against, respond to, and
recover from terrorist or other attacks within the United States.
ASIS GDL PSO -2010
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2.10 nolo contendere – The name of a plea in a criminal action, having the same legal effect as a plea
of guilty, so far as regards all proceedings on the indictment, and on which the defendant may
be sentenced. (Latin for ‘‘I will not contest it.’’)
2.11 private security – An independent or proprietary commercial organization whose activities
include safeguarding the employing party’s assets -- ranging from human lives to physical
property (the premises and contents), responding to emergency incidents, performing employee
background investigations, performing the functions of detection and investigation of crime
and criminals, and apprehending offenders for consideration.
2.12 private security officer – An individual, other than armored car personnel or a public employee
(federal, state, or local government), employed part or full time, in uniform or plain clothes,
hired to protect the employing party’s assets, ranging from human lives to physical property
(the premises and contents). The definition excludes individuals who are not employed in the
capacity of a private security officer.
2.13 proprietary security – Any organization, or department of that organization, that provides full-
time security officers solely for itself.
2.14 public safety – Support mechanisms that sustain the life and vitality of a community’s health,
safety, and social stability by performing such services as law enforcement, fire prevention,
personal and facility security, disaster preparedness, and emergency medical assistance. In
some instances, public safety may refer to law enforcement officers, firefighters, rescue squads,
and ambulance crews. In other instances, public safety properly encompasses private security
officers, as well.
2.15 regulatory body – Any state board, commission, department, or office -- except those in the
legislative or judicial branches -- authorized by law to conduct adjudicative proceedings, issue
permits, registrations, licenses, or other forms of authorization to offer or perform private
security officer services, or to control or affect the interests of identified persons.
2.16 selection – The act or process of choosing individuals who possess certain characteristics or
qualities.
2.17 threat – An indication of something impending that could result in damage or injury.
2.18 training – An act, method, or process of instruction; to teach so as to make fit, qualified, or
proficient.
ASIS GDL PSO -2010
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3. RECOMMENDED PRACTICES
The Private Security Officer Selection and Training Guideline offers tools for the development of
minimum recommendations that are important for enabling the private security industry to meet the
needs of providing effective security as well as meeting the demands associated with homeland
security initiatives. Effective security requires workers who are familiar with all aspects of a facility’s
security system for assessing and containing potential threats. Security officers are required to be well-
versed in emergency procedures and able to work with an organization to ensure that emergency
procedures can be implemented successfully. They are also required to be able to work closely and
effectively with public safety personnel. Therefore, private security officers should be thoroughly
screened and trained.
Private security officer selection and training criteria vary from state to state, ranging from
comprehensive training requirements for every private security officer, to little or no training.
The following elements should be considered by any governmental entity proposing to exercise
controls over the providers of private security.
Table 1: State Regulation of Private Security
Subject Recommendations — Consideration should be given to establishing:
Regulatory Body
Oversight/Enforcement
A regulatory body, operating under the direction and within the framework of a
state agency for both proprietary and contract security entities.
State Fees to Support
Enforcement Process
Fees commensurate with the effort necessary to process applications for
registration/licensure/renewal to be used by the regulatory body to manage the
department and enforce the regulations. Enforcement should include
inspection, administrative fines for violations of the state statute and the
implementation of regulations, sanctions, and criminal violations in certain
instances.
Licensee-in-Charge/
Qualifying Agent Registration
Requirements for licensee-in-charge/qualifying agent (e.g., education,
experience, written exam) for both proprietary and contract security entities.
Insurance Requirements for licensee-in-charge/qualifying agent liability insurance (e.g.,
minimum of $1,000,000 per occurrence).
Individual Security Officer
Registration/ License
A requirement for regulatory bodies to issue private security officer
registrations/licenses, which should include a photograph and other relevant
identification information for proprietary and contractual security personnel.
Private Security Officer
Registration/ License
A requirement for registration/licensure of all private security officers.
ASIS GDL PSO -2010
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Subject Recommendations — Consideration should be given to establishing:
Background Investigations A requirement that all candidates must successfully pass a background
investigation prior to registration/licensure as a security officer.
Pre-assignment, Post-
assignment, and Annual
Training
A requirement for private security officer training (orientation/pre-assignment;
on-the-job; ongoing/refresher/ annual courses, to include periodic documented
training according to manufacturers’ recommendations on lethal weapons,
tactics and techniques).
Armed Security Officer
Training
Additional training requirements for armed security officer training --
classroom, range safety, course-of-fire with a demonstration of practical skills
(including retention, loading, unloading, clearing of a malfunction including a
failure to feed, stovepipe, and double feed under duress), re-certification policy,
instructor qualifications, etc. Additionally, security officers should receive
training in deadly force, and use of less than deadly force.
NOTE: The term “requirements” in Table 1 is used in the context of applicable state laws.
3.1 Selection: Employment Screening Criteria
Table 2 provides the framework for private security officer job descriptions and recommended
minimum criteria to be considered in the selection of private security officers. Private security officers
must still comply with the applicable statutory requirements of their respective regulatory bodies as
well as any established criteria of the employer, which may exceed the minimum criteria as set forth in
this Guideline.
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Table 2: Selection: Employment Screening Criteria
Subject Recommendations — Consideration should be given to the following:
General Criteria Candidates be at least 18 years of age for unarmed security and 21 years of age
for armed security, with provisions that the candidate must be able to perform
the duties required of the position.
Citizenship Candidates be a citizen or national of the United States, a lawful permanent
resident, or an alien authorized to work.
Personal Information Candidates submit their current and previous residential addresses and phone
numbers for at least the last seven years. (See parenthetical remarks under
Social Security Number.)
Social Security Number Candidate’s name and Social Security Number is verified. (Additionally,
consideration may be given to conducting a Social Security Number trace to
determine if the number has been actively issued, is not retired, and to obtain
an address history. The address history should be compared against addresses
given on the application and should be used to verify criminal record checks
have been conducted in all required residence addresses.)
Education Candidates possess a high school diploma, GED, or equivalent. Also, the
applicant should demonstrate an ability to read, write, and speak English and
the language(s) most appropriate to his or her assigned duties. Additionally,
consideration may be given to the administration of a validated aptitude test
for security officer applicants.
Criminal History Candidates not have been convicted of or pled guilty or nolo contendere to a
felony or job-related crime for a minimum seven-year period immediately
preceding the candidate’s date of hire. Any felony conviction discovered in the
course of conducting the search should also be considered relevant to the
candidate’s qualifications for the position.
Armed security officer candidates must not have been convicted of a state or
federal misdemeanor involving the use or attempted use of physical force, or
the threatened use of a deadly weapon.
Employment Verification Candidate’s current and previous employers’ addresses and phone numbers
for at least the last seven years are verified. Candidates with prior military
service may be required to provide form DD-214.
Registrations/Licenses and
Certifications1
Candidate-provided license, registration, credential, or certification information
against the appropriate agency is verified. (Compare given information on
licensee’s name and address, licensing board, or agency name, license type,
license number, status and original issue date. If provided by the agency, note
any negative license actions or sanctions.)
Fingerprints Candidates submit a fingerprint card or electronic fingerprint to be processed
for a criminal history check. Whenever possible, consideration should be given
to the use of a national fingerprint identification database.
Drug Screening Preemployment: Candidates undergo a drug screen test.
Post Employment: Random drug testing, where permitted by state law and
employer policy, should be conducted by using a valid random testing
methodology.
Photographs Candidates submit a recent (within the past 30 days) passport size photograph
for purposes of identification and registration/licensing.
Credit Check Candidates undergo a credit check.
ASIS GDL PSO -2010
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Subject Recommendations — Consideration should be given to the following:
Physical Ability Candidates have the ability to perform essential job functions with, or without,
reasonable accommodations.
NOTES:
1. See Appendix A for sample adjudication scoring.
2. For any private security officer with driving responsibility in a motorized vehicle (not limited to those driving company vehicles), consideration should be given to conducting an annual Motor Vehicle Registration check (also known as MVR or DMV check) to verify license information (type or class of driver’s license, full name, and address at the time of last license renewal), restrictions or violations, convictions and license revocations, automobile insurance cancellations, and accidents.
3. A drug screen test may include on-site drug screens administered on company premises, job sites, and/or clinics.
3.2 Training Criteria In addition to providing the framework for effectively selecting private security officers, this
Guideline provides an outline for the design and delivery of private security officer training by
employers and other agencies. All entities or persons providing security officer training should also be
certified by a regulatory body.
The elements listed in Table 3 are the recommended training topics considered essential in the training
of private security officers and acknowledge different ways in which a security officer may receive
training or demonstrate proficiency to perform the duties of a private security officer. For example,
training may consist of computer based training, classroom training, self-study, or other methods of
delivery. Consideration should be given to providing the appropriate length and content of pre-and-
post assignment training dependent upon each officer’s assignment. It is further recommended that all
training be accompanied by an appropriate assessment and evaluation to measure the security officer’s
knowledge of the training subject. Further, testing should be appropriate to subject matter -- that is, in
writing or by performance.
ASIS GDL PSO -2010
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Table 3: Training Criteria
Subject Recommendations — Consideration should be given to the following:
Training Private security officers receive training to include:
• Pre-assignment training in accordance with all applicable legal
requirements;
• On-the-job training commensurate with position requirements
(e.g., 8-16 hours); and
• Annual training sufficient to maintain job proficiency (e.g., 8 hours).
Private security officers should pass a written and/or performance
examination(s) to demonstrate that he/she understands the subject matter.
NOTE: Armed and unarmed private security officer training requirements may
differ.
Training Topics Training may include topics listed in the NOTE (see page 9).
Training Format Training may consist of on-the-job training, classroom training, computer based
training, or other forms of electronic medium based training. The type of
training should be determined by such factors as the type of facility where the
security officer is assigned, the duties of the security officer, the value of the
assets being protected, and the level of security risks, threats, vulnerabilities,
and criticality of the assignment.
Pre-Assignment Firearms
Training
Minimum range and classroom course taught and administered by a state
certified firearms instructor or approved current law enforcement or military
firearms certified instructor. Applicants should be required to provide any prior
information regarding the suspension or revocation of any firearms certification
or license they may have held.
Post-Assignment Firearms Additional firearms training may be required by the state agency in the event of
any discharge of a firearm in the course of officer duty. NOTE: Security officers and security agencies should notify the appropriate
regulatory body of any discharge of a firearm in the course of the officer’s
duties. The incident report should contain an explanation describing the nature
of the incident, the necessity for using the firearm, and a copy of any report
prepared by a law enforcement office.
Annual Firearms Training State mandated annual firearms training be followed.
ASIS GDL PSO -2010
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NOTE: Recommended Training Topics:
1.0 Nature and Role of Private Security Officers
1.1 Security Awareness
1.1.1 Private Security Officers and the Criminal Justice System
1.1.2 Information Sharing
1.1.3 Crime and Loss Prevention
1.2 Legal Aspects of Private Security
1.2.1 Evidence Preservation
1.2.2 Use of Force and Force Continuum
1.2.3 Court Testimony
1.2.4 Incident Scene Preservation
1.2.5 Equal Employment Opportunity (EEO) and Diversity
1.2.6 State and Local Laws
1.2.7 Powers of Arrest
1.3 Security Officer Conduct
1.3.1 Ethics
1.3.2 Honesty
1.3.3 Professional Image
2.0 Observation and Incident Reporting
2.1 Observation Techniques
2.2 Note Taking
2.3 Report Writing
2.4 Patrol Techniques
3.0 Principles of Communications
3.1 Interpersonal Skills
3.2 Verbal Communication Skills
3.3 Customer Service and Public Relations
3.4 Dealing with Conflict
3.5 Dealing with Media
4.0 Principles of Access Control
4.1 Ingress and Egress Control Procedures
4.2 Electronic Security Systems
5.0 Principles of Safeguarding Information
5.1 Proprietary and Confidential
6.0 Emergency Response Procedures
6.1 Training in Incident Command System (ICS), National Incident Management System (NIMS)
and the National Response Framework (NRF)
6.2 Critical Incident Response (e.g., natural disasters, accidents, human caused events)
6.3 Evacuation Processes
6.4 Disaster Preparedness
ASIS GDL PSO -2010
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7.0 Life Safety Awareness
7.1 Safety Hazards in the Workplace/Surroundings
7.2 Emergency Equipment Placement
7.3 Fire Prevention Skills
7.4 Hazardous Materials and Right-To-Know law
7.5 Occupational Safety and Health Requirements (e.g., OSHA related training, blood borne
pathogens, etc.)
7.6 Workplace Violence
8.0 Job Assignment and Post Orders
Depending upon the criteria and specifications applicable to the assignment, consideration should be given to the
following additional training topics which include but are not limited to:
9.0 Employer Orientation And Policies
9.1 Substance Abuse
9.2 Communications Modes (e.g., telephones, pagers, radios, computers)
10.0 Workplace Violence
11.0 Conflict Resolution Awareness
12.0 Traffic Control and Parking Lot Security
13.0 Crowd Control
14.0 Procedures for First Aid, Cardiopulmonary Resuscitation (CPR), and Automated External
Defibrillators (AEDs)
15.0 Crisis Management
16.0 Labor Relations (strikes, lockouts, etc.)
17.0 Basic Computer Skills
ASIS GDL PSO -2010
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4. APPENDIX A – SAMPLE ADJUDICATION SCORING
A.1 Considerations for Education Verification
• Score as Approved if any of the following conditions exist:
o All information provided by applicant is verified with no discrepancies.
• Score as Pending if any of the following conditions exist:
o The educational institutional was not located.
o Three attempts on three days, no response was received from the educational institution.
o No high school diploma/GED can be found.
o Institution cannot verify applicant’s attendance due to unavailable records.
o Discrepancy in dates outside a 90-day window.
• Score as Unacceptable if any of the following conditions exist:
o Institution verifies that applicant never attended.
o Discrepancy in major course of study or degree earned.
A.2 Considerations for Employment Verification
• Score as Approved if any of the following conditions exist:
o All information provided by applicant is verified.
o Applicant is eligible for rehire.
• Score as Pending if any of the following conditions exist:
o The place of employment was not located.
o Three attempts on three days, no response was received from the employer.
o Minor discrepancy in the position held.
o Discrepancy in dates outside a 90-day window.
o Not eligible for rehire.
• Score as Unacceptable if any of the following conditions exist:
o Discharge other than honorable or general under honorable conditions for prior military
service.
o If person has not been truthful on his/her application.
ASIS GDL PSO -2010
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A.3 Considerations for Social Security Number Traces
• Score as Approved if any of the following conditions exist:
o Name and Social Security Number (SSN) match.
• Score as Pending if any of the following conditions exist:
o If the last name does not match but it is reasonable to assume it is a maiden name.
o No record found.
o Two or more names (other than applicant’s) listed on the report.
o Applicant’s name appears incorrectly.
• Score as Unacceptable if any of the following conditions exist:
o A message reports that the SSN has not been issued.
o Applicant’s name does not appear on the trace.
A.4 Considerations for Motor Vehicle Registration Verification
• Score as Approved if any of the following conditions exist:
o Name and license number match. Clear record.
• Score as Pending if any of the following conditions exist:
o Driver not found or not a driver.
o Subject has ID record only.
o Current status active, but record shows suspension or revocation in the past five years.
o Three or more tickets, moving violations, or accidents within the past five years.
• Score as Unacceptable if any of the following conditions exist:
o DUI (Driving Under the Influence)/DWI (Driving While Intoxicated) convictions in the
past three years.
o Expired or suspended status.
o Criminal (felony) vehicular conviction within the last three years.
NOTE: Appendix A is provided to reflect examples of adjudication rules and is for illustration purposes only. Organizations should develop their own applicable adjudication rules.
ASIS GDL PSO -2010
13
5. REFERENCES/B IBLIOGRAPHY The following sources were identified and reviewed as part of the background research prior to
developing this Guideline.
Anderson, T. (May 2001). Affairs of State. Security Management 45, 78-89.
ASIS International. (2008). ASIS International Glossary of Security Terms. Retrieved 2008 from <
ASIS International. (2009). Preemployment Background Screening Guideline. Alexandria, VA: ASIS
International.
http://www.asisonline.org/library/glossary/index.xml >
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ASIS International (ASIS) is the preeminent
organization for security professionals, with more
than 37,000 members worldwide. Founded in 1955,
ASIS is dedicated to increasing the effectiveness and
productivity of security professionals by developing
educational programs and materials that address
broad security interests, such as the ASIS Annual
Seminar and Exhibits, as well as specific security
topics. ASIS also advocates the role and value of the
security management profession to business, the
media, governmental entities, and the general public.
By providing members and the security community
with access to a full range of programs and services,
and by publishing the industry’s number one
magazine, Security Management, ASIS leads the way
for advanced and improved security performance.
For more information, visit www.asisonline.org.
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