Adjudication process using whole man rule method

1. ADJUDICATIO
N

2. -Adjudication is the evaluation of
information contained in an personnel
security investigation or other
documents.
- It is the decision whether to hire the
person to perform sensitive duties
based upon the investigative evidence.

3. During the adjudication
process, “whole man”
concept is used.

4. Whole man rule:
- A system of evaluating the suitability of an
applicant.
- Act of weighing all elements of person’s
background in determining his suitability.

5. - The candidate’s strengths are evaluated to
determine whether these strengths outweigh any
weaknesses.
- In the presence of “red flags” consideration should
be made to the entirety of the individual’s
background in order to make a determination.

6. Adjudication may take into account:
1. The nature, extent, and seriousness of the circumstances.
2. The fact that reporting was voluntary.
3. Truthfulness and completeness in responding to questions.
4. The fact that the employee sought help and followed
professional guidance.
5. Whether positive changes in behavior were demonstrated.

7. Applying for the position Security Operations
Analyst in Cyber Security at credit card company.
 Person A is a fifty year old with twenty years verified work history as a
senior system administrator for a large corporation. The person was
responsible for handling enterprise level assets and was a highly trusted
employee according to prior supervisors’ references. The company that this
person worked for was bought out and the person was laid off. Thereafter
no employment records were found for three years until the most current
job was documented and verified. All education documentation matches
and shows that this person was in school during the three year interval
where employment was verified and the person received a degree in
Computer Science. The person indicated that they were self-employed
during the time that no employment records were located but no supporting
documentation was verified. When queried, the individual indicated that
work was found infrequently and was under the documentation reporting
limits for the taxable purposes after expenses. Drug test clean.

8. Applying for New Sales Associate at
credit card company.
 Person B is a twenty nine year old with a degree in business
administration gained and verified. GPA shown to be 3.85. It was also
verified that the person was employed as a shift supervisor at a big chain
retail outlet. Prior to this, this individual held one job in a retirement home
as an aid since graduation from high school. Now, the person is currently
not working and documented that the reason for unemployment is “Let go
for low sales.” However, investigation sources indicated that the person
was terminated for cause with no further explanation. This individuals
background also indicates that they are carrying a heavy debt load of
student loans and several outstanding credit card and house hold bills
have 90 days or greater overdue. This person has listed multiple
addresses in the past seven years. Drug test clean.

9.  It is the responsibility of the Personnel Security
Specialist/ Officer to make determinations as
to the trustworthiness of each individual before
they are officially hired and can begin work.