“Private Security Firms: Standards, Cooperation and Coordination on the Battlefield” was held on Tuesday, June 13, at 2:00 pm in room 2247 Rayburn House Office Building in Washington, DC. The hearing was conducted by the Committee on Government Reform Subcommittee on National Security, Emerging Threats, and International Relations.
Transcripts and further information can be found here.
Major General Robert Rosenkranz (US Army, Retired)
President
International Technical Service
DynCorp International
How do private security firms vet their employees?
All applicants are considered on the basis of individual merit and afforded an equal opportunity for employment with DynCorp International (DI). We review each application for completeness, job history, technical training and skills, certifications and licenses, past
experience, and medical history. During this initial review, we inform each candidate of the screening and vetting processes, which vary according to contract requirements and may include a pre-employment drug test, medical and dental exams, psychological assessment, criminal records and credit check, and background investigation.
DynCorp International (DI) utilizes experienced screeners to review all incoming résumés and determine if the applicant’s work experience meets the minimum qualifications for the position. Each applicant whose résumé passes this initial screen receives an Abbreviated Hiring Packet (AHP). Once the applicant receives the AHP, the applicant must sign and return the consent forms for the credit/criminal history check and employer interviews.
Depending on the position, the candidate may be required to take an online psyche test which is normally required for personnel that will be required to be armed while performing their duties. No background investigation will begin until the preliminary consent forms are
returned to the recruiting unit.
Background Investigation
The background investigation process begins with the submission of the criminal records and credit check request. This review of criminal and financial records using nationwide databases ascertains the candidate’s financial stability and criminal history. This check
reflects the current status or disposition of any misdemeanor or felony case associated with the individual in question within the last seven years.
A social security number search produces a report of aliases and documented jurisdictions associated with the applicant. A credit history report includes an electronic verification of the applicant’s current credit file information. The report indicates the number of trade account ratings and public record information, including civil court judgments or liens and collection information. When the report is returned to DynCorp International, a trained recruiter reviews the information and determines if the applicant’s criminal and credit history is acceptable based on established minimum criteria, if there are any pending issues that can be resolved, or if the report precludes further consideration.
If there are pending issues that can be resolved, the candidate is notified and advised of the procedures to seek resolution. The following criteria will cause a candidate to be disqualified:
-Criminal convictions for any felony by jury or a judge. It also includes a plea of guilty or no contest.
-Misdemeanor convictions which demonstrate a pattern of alcohol or drug abuse, crimes of moral turpitude, or sexual harassment. Other misdemeanors will be judged on a case-by-case basis.
-A bankruptcy that has not been discharged by a court within five years of its filing.
-Indebtedness that is not being paid off (classified on their report as bad debts).
-Tax liens and court judgments that have not been paid or satisfied.
Negative indicators, such as excessive debt, open litigation in civil or criminal court, or other reports of past criminal history are all indicators that may contribute to a decision to disqualify the candidate. Information about the candidate’s integrity, honesty, resourcefulness, attitude, willingness to accept added responsibilities, and general demeanor provide DynCorp International with an in-depth view of the candidate’s suitability for the demanding and unique environment of international policing missions.
For those programs requiring a detailed background check, DynCorp International actively recruits candidates that would best meet the solicitation criteria. After the initial screening, applicants are divided into three general categories: new applicants, rehires, and foreign
nationals. A corresponding investigation is then conducted. DynCorp International investigators perform telephone interviews with the references indicated in the applicant’s new hire documentation and collect information from current and former employers. The particular investigation requirements for each category are described below:
New Applicants—Interviews are conducted and documentation is provided for each new applicant as follows:
Initial applicant interview.
Interviews with family and/or close relatives (such as spouse, significant other, parents, siblings).
Interviews with personal references.
Supervisor interviews.
Co-worker interviews.
For law enforcement candidates, Internal Affairs Reports from each law enforcement agency worked within the past ten years, weapons qualification records (most recent or within one year prior to the application date), performance evaluations, and documentation from the Police Officer Standards and Training (POST) office, or the agency that certifies the applicant’s training records, are also included.
Rehires—Investigators will conduct the following checks for the time period from the end of the previous contract to the present.
Re-hire interview.
References from family, friends and close relatives.
If law enforcement, obtain Internal Affairs Reports and supervisor interview.
Exit interview eligibility recommendation from the DynCorp International Site Manager.
Foreign Nationals—The DynCorp International Recruiting Manager solicits résumés from third party recruiting agencies worldwide.
Third party recruiting agencies provide résumés of interested candidates which are screened for minimum requirements.
Potential candidates undergo an MK Data Denial check to identify any persons that may have participated in human rights or international law violations, or engaged in acts of terrorism.
A pass/fail online Mission Compatibility Assessment is given to each applicant.
All remaining candidates are given a New Hire Packet and must have a medical exam.
Each candidate must provide a criminal history report from their local law enforcement
agency.
Security Clearances
For those positions requiring a security clearance, DynCorp International will assist potential candidates with obtaining the required clearance. The candidate must provide fingerprinting cards, a current passport, a copy of DD-214 if prior military, and an IRR letter if current reservist. Once the passport is verified as valid and a Security Clearance Request Form is filled out and signed by the Recruiting Manager, the DynCorp International Security Department begins clearance processing.
Civilian Police (CIVPOL) Candidates
Upon completion of the initial screening and background investigation process, all CIVPOL candidates undergo a 10-day Police Assessment, Selection and Training (PAST) which includes orientation, evaluation, and rigorous fitness and agility testing at the Crucible Learning Center in Fredericksburg, Virginia. The 10-day PAST class completes the CIVPOL candidate’s application process and certifies the candidate as capable of deploying and performing on an International Police Mission.
PAST Orientation/Evaluation consists of processing personnel for deployment and includes in-country briefings, medical evaluations, oral psychological assessments, management interviews, physical fitness and agility testing, firearms qualification, and other required
training on the following topics:
Professional and Ethical Standards of Conduct.
Human Resource Policies.
CIVPOL Program organization, leadership authority and relationships.
Policies and procedures relative to the CIVPOL Program; Foreign National Police, Justice, and Prisons Programs; and Coalition Forces.
Disciplinary Procedures.
PAST Testing is validated by a thorough job task analysis that is appropriate to mission requirements and all applicable Department of State standards. Testing includes the specific evaluation of a candidate’s:
Endurance or aerobic capacity
Strength and power
Flexibility
Agility and reaction time
Overall health (blood pressure and lung function)
Psychological stability
Firearms proficiency
Capacity to work in a team environment
All personnel are qualified, tested, and trained on the various weapons applicable to a CIVPOL mission. This includes qualification on the Berretta 9-mm pistol, M-4, and a familiarization course involving the AK-47.
Section Summary
All employment contracts are contingent on the employee’s proven ability to meet the established physical and mental health requirements to perform his or her obligations in an overseas mission. Candidates recruited by DynCorp International for service in Iraq must proceed to the CONUS Replacement Center (CRC) at Fort Bliss, Texas, and meet Department of Defense requirements in order to be deployable. DynCorp International’s experience has resulted in a 99 percent pass rate for all candidates trained at the CRC.
The leadership team at DynCorp International is very sensitive to the mission goals of the U.S. Government in its effort to export democracy to emerging nations. The recruiting, screening, vetting, hiring, and deployment of the most qualified candidates for international missions is our highest priority. We view our candidates as ambassadors of a democratic society and understand their importance as representatives of DynCorp International and as citizens of the United States of America. We look forward to your oversight and sub-committee review of DynCorp International’s methods and procedures.
