What do you mean suitable?
We mean suitable as defined by the Attorney General’s Protective Security Policy Framework PSPF12 and PSPF13 and the related Adjudicate Guidelines & associated vetting protocols which includes the whole-of-person concept. Put simply, we look at minimum integrity requirements such as criminal/illegal activity involvement, workplace conduct and any criminal associations. Let’s review some of them now.
So what sort of questions are asked in a CL0, CL1, CL2, CL3 or a Baseline, NV1, NV2 or PV process.
What does a NV2 clearance interview feel like? What are some of the NV1 clearance questions?
This article is designed to help you to identify whether there may be aspects of your life or personal circumstances which may need to be considered as part of the employment suitability screening assessment process. Advice provided in this article should be treated as a guide only and should not be considered to be conclusive. Any recommendations are intended to be used as general guidance.
These are in no particular order and they will be different than what you experience.
Q1. Are you willing to undergo a rigorous pre-employment character and integrity suitability screening process to support your employment application?
Comment: Our sponsors operate in a position of trust within the Australian community. To maintain the confidence of the Australian government, their industry and the community, it is essential that all employees demonstrate and adhere to the highest standards of integrity and ethical behaviour – both in their professional and private capacities. Cleard Life is a rigorous pre-employment character and integrity suitability screening process and if you are unwilling to undergo this process, you may not be suitable for employment with the sponsor.
Q2. Have you spent more than 12 months (cumulatively or consecutively) outside of Australia in the last five years? Q1b. If yes, are you able to provide evidence from independent and reliable sources to verify where you were and what you were doing while overseas?
Comment: We will talk you through that information, so do your best to have your travel records handy.
Q3. Have you ever had a security clearance denied or have you withdrawn from a security clearance process in order to avoid an adverse decision being made against you?
Comment: As a general rule, you must be able to obtain and maintain suitability clearance to be eligible for employment. If you answered yes, then we will be asking more questions of you. As part of the suitability screening process, you will be required to declare your criminal history and any involvement in (or association with) any criminal or illegal activities – including drug usage. You will also be required to declare any criminal/high risk associations and/or any previous workplace disciplinary matters.
Q4. Have you ever used illicit drugs (including steroids, performance and image enhancing drugs or other prescription pharmaceuticals/medications which have been consumed for a non-prescribed or non-medical purpose)?
Comment: This includes ‘one off’ and ‘experimental’ usage. If you have been lawfully prescribed these substances and have consumed these substances in accordance with the instructions of your doctor, again we will talk to you about it. Usually our sponsors have a ‘zero tolerance’ policy in relation to its employees using, possessing or selling illicit drugs. If you have consumed illicit drugs in the past, this may not prevent you from being employed by the sponsor – particularly if the use was minor or it occurred a long time ago. However, if you currently use illicit drugs, have recently used illicit drugs or have a significant or extensive history of drug use, we will talk with you about it but you may not be found suitable.
Q5. Have you ever been convicted of a criminal offence?
Comment: A criminal conviction does not necessarily prevent you from being considered suitable – particularly if you have been convicted of a minor matter, or have a conviction which occurred a long time ago. However, if you have a significant or extensive criminal history or a demonstrated pattern of non-compliance with the law, we will talk with you about this, but you may not be found fully suitable.
Q6. Are you currently the subject of: Parole, probation or a court imposed good behaviour order (however described) and/or an apprehended violence order, restraining order or other similar order (however described)
Comment: Our sponsors require demonstrated respect for the law, and a commitment to upholding the law, as well as adhering to the highest standards of integrity and ethical behaviour – both at work and not at work. If you are currently the subject of a court order associated with a breach of the law, or an Apprehended Violence Order, Restraining Order or other similar order, we will talk with you about it, but you may not be considered suitable.
Q7. Have you ever had your driver’s licence suspended or cancelled on adverse grounds (such as mandatory suspension due to traffic infringements or a loss of demerit points)?
Comment: Our sponsors require that you demonstrate respect for the law and a commitment to upholding the law. Receiving a speeding fine or other traffic infringement does not necessarily prevent you from being found suitable – particularly where the infringement(s) may have been minor, committed without intent, or may have occurred a long time ago. However, if you have a significant or extensive history of serious driving offences or traffic infringements, you may not be found suitable.
Q8. Have you ever been involved in any of the following activities (regardless of whether you have been formally charged or convicted): Criminal activity, Drug distribution / manufacture / trafficking, the unlawful possession or movement of weapons / firearms?
Comment: Our sponsors require that you demonstrate respect for the law, and a commitment to upholding the law. A criminal conviction does not necessarily prevent you from being found suitable – particularly if you have been convicted of a minor matter, or have a conviction which occurred a long time ago. However, if you are currently involved in criminal activity, have a significant or extensive criminal history or have a demonstrated pattern of non-compliance with the law (regardless of whether you have been formally charged or convicted), we will discuss the details with you, however you may be found unsuitable.
Q9. Have you ever been a member or associate of an: Outlaw motorcycle gang, Street gang, Extremist group?
Comment: Our sponsors require that you demonstrate respect for the law, and a commitment to upholding the law. If you are a member/associate of a criminal group, we will discuss the details with you, however you may not be found suitable.
Q10. Have you ever (a) been found to have breached your employer’s code of conduct, (b) been denied employment (or had your employment terminated) due to integrity, security, character, workplace disciplinary or misconduct issues or (c) withdrawn from any employment or pre-employment screening process in order to avoid an adverse decision being made against you or (d) resigned from any employer to avoid a sanction or resigned prior to an adverse finding being made against you.
Comment: Many sponsors work closely with government departments who must agree to comply with the APS Code of Conduct and behave in a way that upholds the APS Values. Other non-government-related sponsors have industry, membership or other integrity and character standards. A finding that you have breached your employer’s code of conduct or have not met your employer’s integrity, security or character standards does not necessarily find you unsuitable – particularly if these matters occurred a long time ago. However, if you have a significant or extensive history of non-compliance with your employer’s code of conduct, you have recently had your employment terminated on adverse grounds, you have resigned from employment or you have withdrawn from a pre-employment screening process in order to avoid an adverse finding being made against you, we will talk with you about this but you may not be found suitable.
Q11. Have any of your family, friends or associates ever been convicted of a criminal offence?
Comment: Our sponsors do not consider it appropriate for employees to associate with criminality. These relationships can jeopardise the consistency of our sponsors role, mission and values. If you knowingly and actively associate (except in the course of your professional duties) with criminals or persons who may be involved in criminal activity, we will talk with you about this, however you may not be considered suitable. Furthermore, sponsors recognise that you are not responsible for, nor can you control the actions of your immediate family. If you are open about the potential risks and explain how you manage those risks this will assist the suitability determination process.
Conclusion:
Any advice provided in this article should be treated as a guide only and should not be considered to be conclusive. Any adverse suitability recommendations are intended to be used as general guidance. If you decide to apply for a position with one of our sponsors, you must be open and honest in the information you provide to us during the employment screening process. As a general rule, if you are found to be dishonest in the employment screening process that evaluates honesty as a key measure, the result will be adversely impacted.
Employer – AS 4811 2022 Workforce Screening now requires that these types questions to be posed and assessed by qualified assessors. We recommend a Cert IV in Vetting.
Check out the different levels that we offer: https://www.cleard.life/product-details/
Imagine what it is like to be in a suitability interview
A Guide to Australian Standards for Employment Screening
