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Sunday, 1 February 2015

NSA Security Clearance Guide

ALLEGIANCE TO THE UNITED STATES
ALCOHOL CONSUMPTION 
DRUG INVOLVEMENT
FINANCIAL CONSIDERATIONS
SELF-REPORTING OBLIGATIONS
CRIMINAL
CONDUCT
SENSITIVE DUTIES
PSYCHOLOGICAL CONDITIONS DUE PROCESS
FOREIGN INFLUENCE
ADJUDICATIVE GUIDELINES
SECURITY
CLEARANCE
H A N D L I N G
PROTECTED
INFORMATION
CONTINUING
RESPONSIBILITY
SEXUAL
BEHAVIOR
FOREIGN PREFERENCE
USE OF IT SYSTEMS
PERSONAL CONDUCT CLASSIFIED INFORMATION
OUTSIDE
ACTIVITIES
PERSONAL
CONTACTS
So you need a Security Clearance...
HOW TO RECEIVE
AND MAINTAIN YOUR
SECURITY CLEARANCE
DEFENSE SECURITY SERVICE
2
INTRODUCTION
Whenever a Department of Defense employee or contractor requires access to
classified national security information, the individual must be granted a security
clearance at the proper level to access that information. A security clearance is
a determination that a person is able and willing to safeguard classified national
security information. The three security clearance levels are: Confidential, Secret,
and Top Secret.
A prerequisite for accessing classified national security information is completion
and favorable adjudication of a background investigation.
The investigation is noncriminal and covers a defined period of normally no more
than the last 10 years. The information collected must be sufficient to allow an
affirmative or negative determination of a person’s eligibility for access to classified
information and suitability for employment.
The adjudicative process is the careful weighing of a number of variables known as
the “whole person concept.” Available, reliable information about the individual, past
and present, favorable and unfavorable, is considered in reaching a determination
of eligibility. Eligibility for access is granted only where facts and circumstances
indicate that access to classified information is consistent with the national security
interests of the United States.
3
RECEIVING AND MAINTAINING YOUR SECURITY CLEARANCE...............................4
WHAT IS A “SECURITY CLEARANCE”?............................................................. 4
WHAT IS “CLASSIFIED INFORMATION”? ................................................................... 4
WHAT ARE “SENSITIVE DUTIES”?.................................................................. 4
WHY DO WE NEED CLEARANCES AND FAVORABLE PUBLIC TRUST DETERMINATIONS?......... 4
HOW DO I GET A SECURITY CLEARANCE OR POSITION OF TRUST DETERMINATION?.........5
GETTING CLEARANCE ELIGIBILITY...............................................................6
ONCE I GET MY CLEARANCE ELIGIBILITY, CAN I SEE ALL CLASSIFIED INFORMATION?......6
HOW MUCH PERSONAL INFORMATION DO I NEED TO PROVIDE?............................... 6
ARE THERE ANY HELPFUL TIPS FOR FILLING OUT THE QUESTIONNARE?..................... 6
WHAT BACKGROUND AREAS ARE CHECKED?..................................................... 7
ADJUICATIVE GUIDELINES.........................................................................7
HOW IS THE SECURITY DETERMINATION MADE?................................................. 7
WHAT ARE “ADJUDICATIVE GUIDELINES”?....................................................... 7
DUE PROCESS.......................................................................................8
HOW LONG DOES THE CLEARANCE PROCESS TAKE?............................................ 8
CONTINUOUS EVALUATION.......................................................................9
SO, IS THAT ALL THERE IS?......................................................................... 9
OBLIGATIONS........................................................................................9
NOW THAT I HAVE MY SECURITY CLEARANCE, WHAT ARE MY OBLIGATIONS?............... 9
PERSONAL CONDUCT..............................................................................9
SELF-REPORTING...................................................................................10
SELF-REPORTING OF PERSONAL ACTIVITIES..................................................... 10
REPORTING RESPONSIBILITIES...................................................................11
SECURITY ISSUES...................................................................................11
POTENTIAL SECURITY CONCERNS...............................................................12
BEHAVIORS THAT ARE POTENTIAL SECURITY CONCERNS....................................... 12
ALCOHOL CONSUMPTION........................................................................... 12
ALLEGIANCE TO THE UNITED STATES............................................................. 13
CRIMINAL CONDUCT................................................................................. 13
DRUG INVOLVEMENT................................................................................ 13
FINANCIAL CONSIDERATIONS........................................................................... 13
PSYCHOLOGICAL CONDITIONS..................................................................... 14
FOREIGN INFLUENCE................................................................................ 14
FOREIGN PREFERENCE.............................................................................. 15
USE OF INFORMATION TECHNOLOGY SYSTEMS.................................................. 15
OUTSIDE ACTIVITIES................................................................................ 15
PERSONAL CONTACTS............................................................................... 15
HANDLING PROTECTED INFORMATION........................................................... 16
SEXUAL BEHAVIOR................................................................................... 16
YOUR SECURITY CLEARANCE IS A CONTINUING RESPONSIBILITY..........................16




TABLE OF CONTENTS
4
WHAT IS A
“SECURITY
CLEARANCE”?
WHAT IS
“CLASSIFIED
INFORMATION”?
WHAT ARE
“SENSITIVE
DUTIES”?
WHY DO
WE NEED
CLEARANCES
AND FAVORABLE
PUBLIC TRUST
DETERMINATIONS?
A security clearance is a determination that you are eligible for access to classified
information and eligible to perform sensitive duties.
Not everyone qualifies for a security clearance or occupancy of a sensitive position…
only those people determined to be good security risks are given clearances and
permitted to handle classified information or perform sensitive duties.
The purpose of a security clearance is to determine whether you are able and
willing to safeguard classified national security information or perform sensitive
duties, based on your loyalty, character, trustworthiness, and reliability.
Classified information is official information or material that requires protection in
the national interest.
Classified information is national security information, which means that it relates
to the national defense and foreign relations of the United States.
If classified information is mishandled or given to the wrong person, it could harm
our country’s security or that of our allies.
Sensitive duties are those duties which, although they do not include access to
classified information, if performed by an untrustworthy individual, could cause
harm to the national security. Some examples of sensitive duties include access
to restricted areas, access to sensitive DoD equipment, or information technology
(IT) positions where the individual works with unclassified automated information
systems. Positions involving sensitive duties, with no access to classified information,
are known as positions of trust.
We need clearances to ensure that only trustworthy people have access to classified
and sensitive information. Common sense and personal experience tell us that not
all people are equally trustworthy.
The security clearance process is a tool that helps make sure national security
information is not given to people who can’t be trusted.
Within the DoD, each civilian position is categorized with
respect to security sensitivity into one of four groups:
• Special Sensitive
• Critical Sensitive
• Non-Critical Sensitive
• Non-Sensitive
RECEIVING AND MAINTAINING
YOUR SECURITY CLEARANCE
5
HOW DO I GET
A SECURITY
CLEARANCE
OR POSITION
OF TRUST
DETERMINATION?
Special Sensitive positions involve the following:
• Access to Sensitive Compartmented Information (SCI)
• Access to unique or uniquely productive intelligence sources or methods
vital to the U.S. security
• Positions that could cause grave damage and/or compromise
technologies, plans, or procedures vital to the strategic advantage of
the United States.
Critical Sensitive positions involve the following:
• Access to Top Secret information
• Duties demanding the highest degree of public trust
• Duties under special access programs, or SAPs
• Information Technology (IT) I duties
Non-Critical Sensitive positions typically involve the following:
• Access to Secret or Confidential information
• Duties requiring public trust
• Information Technology (IT) II duties
Non-Sensitive positions:
• All other positions are designated as non-sensitive
Public Trust Determinations:
Positions designated as presenting a “high” or “moderate” risk for adverse impact
to the efficiency and integrity of the service are referred to as “Public Trust”
positions. Those positions generally involve the following duties or responsibilities:
• Policy making
• Major program responsibility
• Public safety and health
• Law enforcement
• Fiduciary responsibilities
• Duties demanding a significant degree of public trust
1. Your agency must identify your position as one requiring access to classified
information, assignment to sensitive duties, or public trust position.
2. You then complete security forms (SF-85P, SF-86) or Electronic Questionnaires
for Investigations Processing (e-QIP).
3. Your security office submits your forms or e-QIP to the Office of Personnel
Management who will conduct an investigation.
The type of investigation depends on the sensitivity designation of your position and
whether the duties require access to classified or sensitive information.
4. The completed investigation is reviewed by adjudicators who make clearance
decisions.
Adjudicators look at the “whole person” depicted in the report of investigation.
What that means is that they consider all available information, both “good”
and “bad,” when making clearance decisions and apply the criteria for access to
classified or sensitive information.
6
ONCE I GET MY
CLEARANCE
ELIGIBILITY,
CAN I SEE ALL
CLASSIFIED
INFORMATION?
HOW MUCH
PERSONAL
INFORMATION
DO I NEED TO
PROVIDE?
ARE THERE ANY
HELPFUL TIPS
FOR FILLING
OUT THE
QUESTIONNARE?
No! Access to any classified information depends on the level of clearance eligibility
you have (Confidential, Secret or Top Secret) and the information you need to know
to do your job. This is called the need-to-know principle.
• With a Confidential clearance eligibility, you have access solely to that
Confidential information which you actually need-to-know to do your job.
• Similarly, a Secret clearance eligibility enables access to Secret and
Confidential information on a need-to-know basis.
• And, a Top Secret clearance eligibility enables access to Top Secret, Secret
or Confidential information that you actually need-to-know to do your job.
Your organization’s management determines what classified information you need
to get your job done.
The amount of personal information you’re asked to provide depends on the level of
security clearance for which you’re being nominated. Generally, you’ll be required
to complete the same questionnaire for all security clearance levels. However, the
type of security clearance you are nominated for will determine the depth of the
investigative coverage into your background.
• The investigation for a Top Secret clearance covers the last 7 to 10 years
of your life.
• For a Secret clearance, only the last 5 years are checked.
If adverse information surfaces, deeper investigation into your background may be
warranted.
If you’ve filled one out before, it’s helpful to have a copy of the previous one to refer
to. If it’s the first time you’re filling one out, it will help if you verify the addresses
where you’ve lived and worked, and or have on hand the addresses and phone
numbers of people such as former supervisors, references, or former roommates.
You must provide accurate, complete, and honest answers to all of the questions
on your security questionnaire. Incomplete or inaccurate information can delay
your clearance because this information is required for processing your security
clearance. False information is prohibited by law and punishable by fines and
imprisonment. Remember, the information you provide will be verified during
your investigation. If you have any questions about what to put in your security
questionnaire, see or call your security officer, and then answer the questions to
the best of your ability. If you doubt whether to provide certain information, it is
always best to provide the information (and any clarification, if necessary). Your
omission of adverse information may be interpreted by adjudicators as falsification
of your security forms. That could cost you your clearance. Remember, when you
sign your security forms, you are certifying completeness and accuracy under the
penalty of prosecution.
The DSS Academy has a training video “Tips for e-QIP Submission.” This video
includes 10 tips for completing the SF-86 via e-QIP and is intended to aid in successful
submission of your application. This video can be accessed by the way of the DSS
Academy home page http://dssa.dss.mil/seta/training_videos.html.
GETTING CLEARANCE ELIGIBILITY
7
WHAT
BACKGROUND
AREAS ARE
CHECKED?
Although different investigations are used for various levels of access, they all look
at the same types of information:
• Your employment history
• Education
• Reference checks
• Your military service record
• Foreign activities and travel
• Your financial history
• Your police records (if any)
• Drug and alcohol abuse (if any)
When your investigation is complete, it is sent to a Central Adjudications Facility
(CAF). An adjudicator at a CAF will review all of the information, both “good”
and “bad” (remember, the “whole person”) and assess it the information against
the Federal Adjudicative Guidelines to decide if you’re eligible for a clearance or
position of trust.
• If no significant adverse information turns up, you’ll be granted a
clearance eligibility at the level requested by your agency.
• If significant, adverse material develops, it could mean that your case
will be delayed until additional information is gathered and facts are
verified. Ultimately, you may be denied a clearance.
The 13 Adjudicative Guidelines for determining eligibility for access to classified
information and eligibility to perform sensitive duties are:
• Allegiance to the United States
• Foreign Influence
• Foreign Preference
• Sexual Behavior
• Personal Conduct
• Financial Considerations
• Alcohol Consumption
• Drug Involvement
• Psychological Conditions
• Criminal Conduct
• Handling Protected Information
• Outside Activities
• Use of Information Technology Systems
HOW IS THE
SECURITY
DETERMINATION
MADE?
WHAT ARE
“ADJUDICATIVE
GUIDELINES”?
ADJUDICATIVE GUIDELINES
8
Clearances can be denied only on the basis of substantive information that raises
trustworthiness. They are never denied on the basis of gender, race, religion or
sexual orientation. DoD has gone to great lengths to ensure that the clearance
process is fair and balanced. Clearances aren’t denied without people getting a
chance to give their side of the story —to explain or rebut the adverse information.
This is called due process. It includes essential appeal rights, which people may
opt to exercise to challenge clearance denials or revocations to an independent
Clearance Appeal Board.
These rights include the option to either present a written appeal directly to the
Board or to make a personal appearance before a DoD administrative judge that will
be considered by the Board in its independent decision.
Generally, the clearance process can take anywhere from 2 to 9 months, depending
on the type of investigation and whether serious issues were developed.
The background investigation for Top Secret clearance will normally take longer
than the background investigation for Secret clearance.
The higher the clearance level, the deeper the investigation into your background,
and the more time it is likely to take. If complicated issues come up during an
investigation, it will likely take even longer. The completion time depends on
several factors. Expect the investigation to take longer if you have:
• Lived or worked in several geographic locations or overseas
• Traveled outside of the United States.
• Relatives who have lived outside of the United States.
• Background information that is difficult to obtain or involves issues that
require an expansion of your case
DUE PROCESS
HOW LONG
DOES THE
CLEARANCE
PROCESS TAKE?
9
Once the initial adjudication has been made and as long as you are assigned to a
sensitive position or have access to classified information or material, you will fall
under the Continuous Evaluation Program (CEP).
By definition, CEP involves the uninterrupted assessment of a person for retention
of a security clearance or continuing assignment to sensitive duties. This ensures
that you maintain high standards of conduct and that questionable conduct or
activities are promptly reported for adjudicative assessment.
CEP also includes reinvestigation at given intervals based on the types of duties you
perform and clearance level.
• Individuals in Critical Sensitive positions are reinvestigated every 5 years
• Those in Non-Critical Sensitive positions are reinvestigated every 10
years if they have access to Secret material, and every 15 years if the
access is to Confidential information
• When you hold a security clearance, you are expected to comply with
the high standards of conduct normally required of persons holding
positions of trust. See “Personal Conduct.”
• You are expected to keep your security office informed of certain changes in
your personal life or activities in which you might engage that have potential
security ramifications. See “Self-Reporting of Personal Activities.”
• You are also expected to report any factual information that comes to
your attention and that raises potential security concerns about coworkers.
See “Reporting Responsibilities.”
Standards of conduct are set by Executive Order 12968 on Access to Classified
Information. That presidential order directs that access to classified information is
granted only to individuals “whose personal and professional history affirmatively
indicates loyalty to the United States, strength of character, trustworthiness, honesty,
reliability, discretion, and sound judgment, as well as freedom from conflicting
allegiances and potential for coercion, and willingness and ability to abide by
regulations governing the use, handling, and protection of classified information.”
Failure to comply with the standard may cause your eligibility for security clearance
or occupancy of a sensitive position to be reviewed and possibly revoked.
The concept of continuing evaluation is an important part of the personnel security
process. It means you are subject to periodic reinvestigation and to a reasonable
degree of monitoring by supervisors, co-workers, and security professionals between
investigations. These safeguards are necessary because situations and behaviors
change over time. Experience shows that individuals approved for a security clearance
or position of trust sometimes fall into a pattern of unreliable or untrustworthy
behavior after being granted an initial clearance.
NOW THAT I
HAVE M Y
SECURITY
CLEARANCE,
WHAT ARE MY
OBLIGATIONS?
SO, IS THAT ALL
THERE IS?
CONTINUOUS EVALUATION
PERSONAL CONDUCT
OBLIGATIONS
10
Although you may obtain a clearance or may be assigned to a sensitive position
or position or trust, the initial adjudicative decision can be overturned at a later
date if you concealed relevant information during the investigation or after the
clearance was issued.
Employees who occupy positions of trust and handle sensitive information are
expected to report changes or incidents that may impact their clearances.
The Adjudicative Guidelines can be a valuable tool in determining if a life-event
or situation might result in a need to report. Self-reporting, while mandatory,
emphasizes personal integrity and is preferable to the incident or change being
discovered and reported by others.
The following are some examples of incidents and life events where reporting
certain changes is expected or may be appropriate.
• Change in Personal Status - Marital status (marriage, divorce),
cohabitation (living in spouse-like relationship, intimate relationship, or
becoming engaged), change of name
• Foreign Travel – A security briefing before any foreign travel, whether for
personal or business reasons, clearance for travel to hazardous countries
for Sensitive Compartmented Information (SCI)-cleared individuals
• Foreign Contacts – Contact with individuals of any foreign nationality,
either within or outside the scope of your official duties, in which illegal
or unauthorized access to classified or otherwise sensitive information
is sought, personal concern that you are a target of an attempted
exploitation, all close and continuing relationships between SCI-cleared
individuals and foreign nations
• Loss or Compromise of Information – Inadvertent or accidental loss or
compromise of classified or other sensitive information because the first
priority in such a situation is to regain control of the classified material
• Financial Problems – Filing for bankruptcy, garnishment of wages,
having a lien placed on your property for failing to pay a creditor,
eviction from a residence for failure to pay rent, or simply your inability
to meet all your financial obligations
• Arrests – Any arrest, regardless of whether or not charges were filed,
other involvement with the legal system (such as being sued), any
circumstance where you were sworn under oath to testify about your
association or involvement in questionable activities
• Psychological or Substance Abuse Counseling – When counseling is
needed, you are encouraged to seek assistance from your employersponsored
Employee Assistance Program (EAP) or other counseling
service. Counseling for certain situations need not be reported if you
sought the counseling on your own initiative to help you cope. Counseling
must be reported if you were advised to seek counseling because of
work performance or other undesirable behavior
SELF-REPORTING
SELF-REPORTING
OF PERSONAL
ACTIVITIES
11
Seeking help for life stressors does not reflect adversely on an individual’s judgment.
Instead, it may be viewed as a positive sign that an individual recognizes that a
problem exists and is willing to take steps toward resolving it.
• Outside Activities – Any planned or actual outside employment or
volunteer activity that could create a real or apparent conflict with
your responsibility to protect office.
• Media Contacts – Any media inquiries about your job or organization should
be reported: ongoing personal contacts with media representatives who
cover your organization or your subject are specialty should be cleared
with security.
• Pre-Publication Review – Any technical paper, book, magazine article,
or newspaper article that you prepare for publication or for posting on
the Internet, or lecture or speech that you prepare to give, must be
cleared in advance if it contains information or knowledge you gained
during your current or any previous job.
If you are entrusted with safeguarding classified material, or performing sensitive
duties, you are expected to report potentially significant, factual information
that comes to your attention and that raises potential security concerns about
co-workers. You are also strongly encouraged to help co-workers who are having
personal problems that may become a security issues if the problems are not
addressed.
The following are examples of behaviors that may indicate an individual has
vulnerabilities that are of security concern or that an individual is in need of
assistance. This list is developed from the Federal Adjudicative Guidelines.
You should consider reporting these behaviors when observed, so that your
supervisor or the security office can determine whether some type of preventive or
investigative action is appropriate.
If ignored, problems signaled by these behaviors could impair the health, wellbeing,
or performance of the individual employee, disrupt the work unit, or lead to
compromise of sensitive information.
REPORTING RESPONSIBILITIES
SECURITY ISSUES
12
POTENTIAL SECURITY CONCERNS
BEHAVIORS
THAT ARE
POTENTIAL
SECURITY
CONCERNS
ALCOHOL
CONSUMPTION
Early intervention is often the key to quick, effective resolution of problems with
minimal or no impact to the individual or the organization.
Because an individual exhibits one or more of the following behaviors does not
mean he or she is a security risk. A security judgment is based on a pattern of
behavior, and not a single action. And, it is a whole person judgment that takes
many factors into account, including strengths as well and weaknesses.
The list of security-relevant behaviors is not a checklist for you to collect information
on your co-workers. It simply provides examples of behaviors that may signal an
individual is having problems or may need assistance. Consider the list, along with
everything else you know about the individual and the sensitivity of the individual’s
position, and then exercise your best judgment in determining whether to report,
and what, when, and to whom to report.
The following are examples of behaviors that may indicate an individual has
vulnerabilities of security concern or that an individual is in needs of assistance.
This list of behaviors is not all-inclusive. The list is not a statement of Government
policy, but simply illustrative of the kinds of behaviors that may be considered when
a person is under consideration for a security clearance or a position of trust. Some
behaviors are obviously more significant than others.
• Alcohol-related incidents at work, such as reporting to work or duty in
an intoxicated or impaired condition, or drinking on the job
• Alcohol-related incidents away from work, such as driving while under
the influence, fighting, child or spouse abuse, or other criminal incidents
related to alcohol use
• Habitual or binge consumption of alcohol to the point of impaired
judgment
13
ALLEGIANCE
TO THE UNITED
STATES
CRIMINAL
CONDUCT
FINANCIAL
CONSIDERATIONS
DRUG
INVOLVEMENT
• Actual or threatened use of force or violence in an effort to change
Government policy, prevent Government personnel from performing
their assigned duties, or prevent others from exercising their
constitutional rights
• Known participation in any organization or group advocating or
threatening use of force of violence, as above
• Theft
• Fraud (for example, bribery or solicitation of bribes, misuse of a
Government credit card, misuse of leave, fraudulent travel or expense
accounting, or tax fraud)
• Pattern of disregard for rules and regulations (in addition to theft and
fraud, this includes taking classified information home at night, or
driving while intoxicated)
• Spouse or child abuse or neglect
• Attempts to enlist others to participate in illegal or questionable activity
• Use, possession, or acquistion of illegal/illicit substances
• Misuse (use other than as prescribed), inappropriate possession, or
inappropriate acquisition of prescription medication
• Living or spending beyond one’s means
• Unexplained affluence (unusually large or lavish purchases) or sudden
large sums of cash that may indicate illegal source of income
• Calls at work from creditors
• Bounced or bad checks
• Garnishments, repossessions, unfavorable judgments, or other
indications of financial difficulty
• Failure to make child or spousal support payments
• Reckless or compulsive spending, extensive gambling losses, or gambling
debt
• Bankruptcy
• Improper handling of official finances or property, including repeated
delinquent accountings for advances, and unexplained cash
• Shortages or loss of property, sloppy handling of cash funds, and
disregard for financial or property administration regulations
14
FOREIGN
INFLUENCE
PSYCHOLOGICAL
CONDITIONS
• Pattern of significant change from past behavior, especially relating to
increased nervousness or anxiety, unexplained depression, hyperactivity,
decline in performance or work habits, deterioration of personal
hygiene, increased friction in relationships with co-workers, isolating
oneself by rejecting any social interaction
• Expression of bizarre thoughts, perceptions, or expectations
• Pattern of lying and deception of co-workers or supervisors
• Talk of or attempt to harm one’s self
• Argumentative or insulting behavior toward work associates or family to
the extent that this has generated workplace discussion or has disrupted
the workplace environment
• Exploitation or mistreatment of others through intimidation or abuse of
power or position
• Other disruptive workplace behavior that resists supervisory direction
or counseling
• Verbal or physical threats toward work associates or family
• Inability to control anger —throwing things, acts of violence
• Stalking-type behavior (such as unwanted following or harassing phone
calls)
• Extreme or recurrent statements of bitterness, resentment, vengeance,
or disgruntlement that suggest a risk of some illegal or improper action
• Threats or attempts to get even with work associates, acts of
vindictiveness
• Unreported personal contacts with personnel from a foreign intelligence
service, foreign government, or persons seeking classified, proprietary,
or other sensitive information
• Unreported close and continuing contact with a foreign national,
including intimate contacts, shared living quarters, or marriage
• Unreported relatives, or unreported contact with relatives, in a foreign
country
• Unreported relationship between relative, associate, or person sharing
living quarters and any foreign government, foreign intelligence service,
criminal or terrorist group, or group advocating disloyalty toward the
United States
15
FOREIGN
PREFERENCE
USE OF
INFORMATION
TECHNOLOGY
SYSTEMS
OUTSIDE
ACTIVITIES
PERSONAL
CONTACTS
• Exercising benefits of dual citizenship, including possession and use
of a foreign passport or other foreign identity documentation without
approval
• A deeply held commitment to helping a foreign country or group that
an individual that may show a preference over the U.S. or be tempted
to circumvent U.S. policy or security regulations to assist the foreign
country or group
• Unauthorized entry into any compartmented computer system
• Unauthorized searching/browsing through classified computer libraries
• Unauthorized modification, destruction, manipulation, or denial of
access to information residing on a computer system
• Unauthorized introduction of media into any Government computer
system
• Storing or processing classified information on any system not explicitly
approved for classified processing
• Attempting to circumvent or defeat security or auditing systems,
without prior authorization from the system administrator, other than
as part of a legitimate system testing or security research
• Failure to report paid or volunteer work for any U.S. or foreign media,
publisher, academic institution, research organization or corporation
relating to the topics on which one has access to classified information
• Recurring pattern of poor judgment, irresponsibility, or emotionally
unstable behavior
• Deliberate omission or falsification of material information about
background when applying for security processing
• Association with persons involved in criminal activity
• Indications subject may succumb to blackmail rather than risk exposure
of a personal issue
16
YOUR SECURITY CLEARANCE IS A
CONTINUING RESPONSIBILITY
HANDLING
PROTECTED
INFORMATION
SEXUAL
BEHAVIOR
• Persistent lax security habits despite management counseling (such
as discussing classified information on non-secure phone, not properly
securing classified information or areas, or working on classified material
at home)
• Collecting or storing classified information outside approved facilities
• Revealing of classified information to unauthorized persons, including
news media
• Inappropriate, unusual, or excessive interest in classified information
outside one’s need-to-know
• Statements or actions that demonstrate an individual believes the
security rules do not apply to him/her
• Pattern of self-destructive or high-risk sexual behavior that the
individual is unable to stop
• Criminal sexual behavior
Are you able and willing to safeguard classified national information or perform
sensitive duties? Your loyalty, character, trustworthiness, and reliability will
determine your qualification for a security clearance or occupancy of a sensitive
position. Your continued diligence in monitoring your behavior and responsibly
dealing with life’s events will help you maintain your qualification for a security
clearance or occupancy of a sensitive position. Should you have any questions,
contact your local security office.