ASIS CPP "Personnel Security" Flashcards Help in Exam

 ASIS CPP "Personnel Security"

Flashcards Help in Exam

Best protection available to a company: well-trained/supervised security personnel

Greatest access failure: failure to identify persons. (Waiting room: visiting truck drivers)

Visitors are to be escorted by their counterpart

Security personnel: largest single expense in the security operation

Measurers for improving security: training, improved selection, wages, and lic./reg.

Career (in-house) personnel: inflexible, limited pool of manpower resources

(-) Contract personnel: high turnover

(+) Contract personnel: less expensive, more flexible

Armed guards: justified only where there is danger to life safety

Post orders: the most important written (lowest level) instructions for the guard force.

Value of patrol: observation, reporting, apprehension, and prevention- (least Important).

Guard log: guard’s primary record of significant events.

Guard tours: systematically unsystematic.

Dogs: reduces cost; and, psychological impact (ineffective at gas sites).

Wheel covers or hubcaps: least likely search area.

Upgrading quality of security personnel: most frequently cited recommendation

Training programs for new employees: conducted by security personnel

Training required: for new equipment/processes, change in responsibilities, drop in productivity, or an increase in safety violations/accidents

Training: educational, informative, skill development to impact comprehension or behavior

Security manuals: to be put in the hands of all proprietary and contract security personnel, and others expected to implement security procedures

Supervisory training shortcoming: failure to equip new supervisors with necessary tools

Disturbed persons handling policy: reduce the disturbed person to a form of benevolent

custody,and eliminate the immediate danger

Last: most expensive technique

Agency: one party empowered to represent another for a specific purpose

Duty: legal obligation one is required to obey

Recruiting: administered by the personnel department of the company

Blind ad: recommended technique in non-entry level recruiting

First interview: to be with a personnel interviewer

Interview: heart of personnel selection

Promotional screening process: to consider past/anticipated performance record

Background investigations: verify application information, past employment experience, and provide other pertinent information; application form and interview are critical

Completed background investigations: to be reviewed by a supervisor

Information sought/developed: relevant, reliable, and repeated if unfavorable.

Deceptive application practices: gaps, no supervisor, no signature, self-employed

Deliberate misstatement: major disqualifying feature

Rejection of applicant: based upon clearly defined standards

5 key functions: Screening, Background & investigation of current employees suspected of violations, security awareness & protection of employees.

Job analysis: Before product job specification

4 key elements of Job Description: Purpose, Duties, Knowledge/skills, Education

4 factors shaping screening: access of information, nature of the position, potential liability & regulations

7 steps of effective background check: policy preparation, communication, notice, disclose method, support of job application, employment agencies & vendors/ contractors

Prevent loss & mitigate damages: Background Investigation

3 types of Psychological tests: skills & aptitude, personality inventories & integrity surveys

Employment application: Most effective tool for Background Investigation

Pre-employment screening program team: Top management, Security & HR professionals, Legal counsel

3 common foundation of pre employment screening program: Data collection, background investigation & data analysis / hiring decisions

2 category of applicant falsification: willful omission & misrepresentation of material facts

4 information source: resume, application, investigation standards, financial & lifestyle inquiry

Resume: first indication of qualification

Financial l & lifestyle inquiry: what, why, where this information exists & how the info gathered

Final selection: pre-employment VS background investigation, psychological tests, investigation procedures & employment tests

Pre-employment screening: Determine whether employee trustworthy & capable of the job

Employment tests: Empirically valid, reliable & job related performance predictor

Personal Security Inventory (PSI): Evaluate prospective employees for honesty & integration

Myers-Briggs indicator: an introspective self-report questionnaire

5 Big model of personality traits: Surgency, agreeableness, adjustment, conscientiousness & openness to experience

Physical ability test: predict performance & occupational injuries

Cognitive ability test: ability to learn and perform a job

Personalities inventories: personality characteristics & categories applicant

Assessment centre: Ability to handle duties

Medical examination: Physically capable for job

Honesty test: Trust worthiness & attitudes towards honesty

Polygraph Act of 1988: Strictly limits use of polygraph

Civil Rights Act of 1964: Prohibits discrimination based on race, color, religion & sex

Equal pay act 1963: Men & Women pay equally

Age Discrimination in Employment (ADEA) 1967: Prohibits employment discrimination basis of age

Rehabilitation Act of 1973: Hire those with physical or mental handicaps

Americans with Disabilities (ADA) 1990: Prohibits discrimination against disabilities

Sarbanes-Oxley (SOX) Act of 2002: Public traded companies to conduct background Investigation

The Fair Credit Reporting Act of 1971: Protect consumers from abuse

Employment testing methods: must be both valid and reliable predictors

Reid report: a well-known honesty test

Maslow: Hierarchy of Prepotency or Hierarchy of Needs

MMPI: shows habits, fears, sexual attitudes, depression, and evidence of social introversion

2 threat assessment analysis: Notification & Assessment

3 levels of assessment: Initial, threshold & comprehensive

Primary goal of Intervention: Short term & long term

Intervention & Situational resolution: Divert or deflect the aggressor from acts of aggression

Goal accomplished: Aggressor willingly chooses to to end the behavior concern

24/7 post: 4 ½ - 5 persons working eight-hour shifts

Re-interview: if application is more than 90 days old

Completed applications: 10%+/- will have serious falsifications

Negative investigative information: held for 3 years

Financial life-style inquiries: conducted every 18 months

Employment gaps: more than one month must be explained

Employment/non-employment verification: 5 consecutive years

2X as likely to admit to criminal/drug activity: those finding Integrity tests offensive

6 Techniques & Materials for security awareness: written & audio visual material, formal briefings, Integration into line operations, inside & outside experts.

6 Obstacles to an effective awareness program: low credibility, organizational culture, naiveté, perception of minimal threat, employee indifferences & lack of reporting capability

Most important mission: Familiarize employees with organization policies & procedures

Drug: Chemical substance changes psychological or emotional state

Drug of abuse: Both legal & illegal

Non abusing Vs Abusing Employees: Absent times more absent

Effects of drugs: Employers pays high price

Opium: Oldest compound

Morphine & cocaine: Two alkaloids

Morphine: As effective as 10 grains of opium

Heroin: Derivatives of morphine

Heroin: Treatment of morphine addicted person

Drug Czar: Director of ONDCP

Harrison Act 1914: Control Production & Manufacture of Narcotics

Rationalization: use of superficial, apparently, plausible explanation or excuse for one’s behavior

Fronting: Abuse drug without money / debit

Pinch: Retention of a small amount of drug

4 parts of controlled substance act law: mechanism to reduce availability, procedure for under control, criteria for control & obligations through International treaties

Drug Enforcement Administration (DEA): Schedule I, II, III, IV & V

Schedule I: Hashish, Marijuana, Heroin, LSD (High Potential for abuse)

Schedule II: Cocaine, Morphine, Amphetamine, PCP, high potential but currently accepted as medicine

Schedule III: Codeine, Tyenol, Vicodin, accepted as medicine

Schedule IV: Darvon, Darvocet, Phenobarbital, Valium, accepted as medicine

Schedule V: As cold and pain medicine

Depressants: Qualude, valium, librium, seconal, alcohol

4 Symptoms of alcohol: Craving, loss of control, physical dependence, tolerance

Narcotics: (also opiods, opiates)

Stimulant: Frequent severe mood swings (cocaine, crack, amphetamines, methamphetamines

White crystalline substance: Cocaine

Bingeing: Taking the drug repeatedly & increasing dose

Wired or buzzard: under influence of cocaine

Hallucinogens: Mind altering (LSD, MDA, MDMA)

Angel Dust: PCP

Most powerful hallaucinogens: LSD

Marijuana: Most common abused at workplace after alcohol

Prescription drugs: Rophies (Rohypnol)

Flunitrzepan: Party drug

Stage 1 (increase tolerance) Stage 2 (increase rationalization), Stage 3 (become an obsession)

Chemical dependency: Psychological craving brought by chemical

Withdrawal: Painful psychological stage after abstinence or drug deprivation

Functional abuser: Drug requires functioning normally

Denial: Refuse to accept their behavior is harming

Enabling: Encouraging the destructive behavior

Co-dependency: People are dependent when they allow behavior of other

When intervention fails: Progressive discipline maybe the answer

2 Types of planning: Contingency event & crisis

Focus of planning: threat assessment, resource allocation, education & training

3 general protection strategies: threat assessments, advance procedures & operations

Prevention & defense: Identify probable targets, develop a plan, and gather intelligence

Potential targets: Avoid public communication & maintain low profile

6 principles to guide EP: Prevent & avoid danger, anyone can protect anyone, don’t stop thinking, keep clients out of trouble, understand security VS convenient continuum, rely on brains not technology

If an attack occurs: arm’s reach (immobolize), sound off (gun), cover (agent & principle to flee)

EP risk assessment: threat analysis & EPS should assess the threats could be carried out successfully

Avoid: Conspicuous vehicle

Ensure: Risk assessment & communication

EP Travel abroad: Thorough internet search on destination, country briefings & climatic condition

Local travel: Trained security driver & accompanied by EP Specialist

Armored vehicle: Decided by Risk Assessment

Coded Language: For evaesdropping

Secrecy (condition): for insurance (kidnap and ransom)

Threats to executive: a business risk

Cost of EP program (should): offset by positive benefit provides

EP (best approach): a crisis management team

EP focus: preventing and avoiding trouble not combating it

Good result (EP): a step ahead of trouble

Visible component (EP): involve (physical acumen)

More security to executive: less convenience

Trade offs (decides): principal and agent

EP is: brain game

EPS selection (based): capacity (physical + mental) acuity

Allocate resource for (EP): threats (greatest possibility of harm)

EP (risk assessment): analyze threats and its likelihood to success

EP (risk ranking): negligible, low, moderate, high or critical

EP (R /assessment) performed: on a recurring basis

key determinant (threat level): how well executive know to adversaries

Home: softer target

Advance (reduces): executive exposure (by smoothing logistics)

key practices EPS to call: with (discreet or coded language)

EPS to remember (during trip): low profile, away from problem, know what to do if trouble

Working the principal: EPS moving physically with the subject

Rule of thumb (EP): stay close to executive (not require to introduce)

Chain of action (during incident): arms search, sound off, cover, evacuate

EPS (mission): avoiding opponents (not pursuing them)

Key phrase (EP): use your resource for EPS’s disposal

Important resource EP: Law enforcement contacts, news and briefing, networking

EP (value) add: relieves executive (from personal / security concern)

Terrorists does to: obtain money, alter policies of business, business house, change public opinion

Terrorist objective (usually): money

Personnel protection (focus): protection (all employees and those linked to them)

EP (concentrate): key management (position of power, authority, value to business)

Key beginning (EP) program: crisis management plan and team

Goal of EP (program): reduce (vulnerabilities and surprise), developed contingencies

Early stage of planning (program): convincing security management for EP

Threatens don’t: issue threats to target before strike (US secret service)

E/personnel file (store): secure location (company HQ)

Home protection (considerations): response time of reinforcements, safe room, training and education (Ex and F/members)

Best EP: method and expenditure remain (secret)

Office protection (strengthen): through modifications

A female employees: face greater risks than male employees

Insurance: last strategy (in long line defenses), only back up

Ransom payment disclosure: increase risk of subsequent kidnapping

Hostage: the safety of hostage first than to capture offenders

Hostage: Don’t escape unless chances of success is evident

Threat management: pre-employment screening, access control, a fully disseminated policy

Statement/reporting procedure, Incident Management Team (IMT), and IM guidelines

Master indices file: dishonest or undesirable persons known to an organization

Homicide: Most extreme form of workplace violence

Violators motive: Violence is an acceptable means to establish or reestablish control

Most effective means of prevention: Early detection of behavioral, emotional & psychological dynamic

Incident Management Team (IMT): A comprehensive approach to workplace violence

Most workplace homicides: robberies and similar criminal violence

W/V (risk assessment): identification and assement of individuals (to devert before act)

W/V (security program) divert, delay programs, respond to problem

Distinctive element (W/V r/assessment program): behavioral recognition, notification, assessment, intervention

Law enforcement response to crime / v: more than 11 minutes (USA)

Long /T solution (W/V): understanding (emotional & mental state of aggressor), diverting from violence strengthening security

Early awareness (allows): through assessment, successful intervention

Comprehensive V/R/assessment and management system (require): reporting of threats, assessment of threats, coordinated response

Early warning sign (W/V): harassment, intimidation, discrimination

Business concern (w/v): liability, productivity, workplace morale and associated acts

Primary source (concern): cost (liable for negligence)

Greatest economic cost (w/v): loss of morale and productivity

Protective or restraining order (aid): in cessation of violence

Deciding commit violence (aggressor) through process of emotional escalation

Psycho paths: no emotional decision making

Most effective preventing (w/v) early detection (behavioral, emotional, psycho logical dynamic)

Affective violence: violence emotion based (vast majority)

Psychopath makes (violence) with no emotional decision makings

V/Behavior starts: general disgruntlement with a business or person

Best prediction (future behavior): past behavior

Behavioral escalation curve: start with (intimidation, terminate (homicide)

Comprehensive approach (W/V): Creation IMT (incident management team)

IMT (members): Senior management responsibility, SHR manager, Senior Security manager, legal responsibility

Escalation of v/achieved: no response to E/warning signs

Level of assessment (depends): aggressor (known/unknown), quantify / qualify (information)

Unknown aggressor (R/A level) low

Valid VR / assessment (require): depth of information (for known subjects)

Profiling (used) to exclude people (pool of subjects)

K/subjects assessment (broken): initial, threshold, comprehensive

Shooter (outside building): lockdown

Shooter (perimeter breached) evacuation might be necessary

Intervention / situational (resolution): divert to socially acceptable behavior to resolve (perceived need)

Intervention / resolution (strategy): don’t harm (target on aggressor)

Intervention (involve): restraining or protective orders, arrests etc

Intervention: communication or interaction (direct or indirect)

Understanding of behavioral cause: through improvement in (assessment, intervention, monitoring)

Knock and talk: interviews conducted (aggressor’s property, place frequently visited)