Polygraph Polygraph in the Fight in the Fight
Against CorruptionAgainst Corruption
Regional Law Enforcement Anti-Corruption Conference
Kingston, JamaicaMarch 23, 2011
Assistant Commissioner Cal Corley
Director General Canadian Police College, and Senior RCMP Envoy to Mexico & the Americas
As Anti-Corruption Tool
• Polygraph is an effective Anti-Corruption tool if properly employed in multi-faceted manner:• With current staff• Pre-employment screening
• Cases in Point:– Jamaica Constabulary Force – vetting within the
ranks– RCMP: Pre-employment Polygraph
Why Polygraph?Why Polygraph?
• Intelligence-led organization
• Polygraph a smart way to operate
• Help minimize risk
• Proven tool in protecting our intelligence and operational assets
• Not looking for perfection• just people who reflect our organizations’ Core Values
• Requires: communications strategy– (internal + external)
Supt Ranks
Inspectors and other
Ranks
HighCommand
Impact
• Re-enforces zero-tolerance to corruption
• Those not vetted but who are engaged in corrupt behaviour either:
• self-select out
• cease and desist
• higher risk of being caught
• Clear message to partners and community
• Increase in reporting of incidents of wrong-doing
• Provides critical foundational enabling transformation
Percentage Vetted
• 100%, including immediate staff
• 20-25 % at random, plus key sensitive positions
Only sensitive position incumbents
POLYGRAPH: JCF Vetting Tool
PRE-EMPLOYMENT POLYGRAPHPRE-EMPLOYMENT POLYGRAPH
• The RCMP adopted PEP in 2005 in support of the commitment to our priorities
de-stabilize organized crime
combat terrorism
assure Canada’s economic integrity
Other Canadian Police Agencies using PEPOther Canadian Police Agencies using PEP
• Vancouver
• West Vancouver
• Delta
• Calgary
• Edmonton
• Lethbridge
• Medicine Hat
• Moose Jaw
• Regina
• Saskatoon
• Québec City
• Halifax
• Cape Breton
Where PEP fits - in the RCMP Recruitment Process
Marketing
Career Presentations
(an information session)
FormalApplication
&
RCMP Police Aptitude Battery(RPAB)
Selection(from IRL)
i. Applicant QuestionnaireRecruiter reviews Applicant’s answers, entire
file, determines suitability to proceed.
Physical Abilities
Requirement Evaluation
(PARE)
Regular Member
Selection Interview
(RMSI)
ii. Interview & Polygraph
Examination- then, File Review
by Recruiting
Field Investigation
& Security Clearance
Medical Clearance
Enrollment
• Average 4.5 hoursAverage 4.5 hours
• 3.5 hours interview, question review3.5 hours interview, question review
• No trick or surprise questionsNo trick or surprise questions
• 15 – 20 minutes actual polygraph exam15 – 20 minutes actual polygraph exam
• 95 questions95 questions
+ 4 if past military service
+ 16 if past police service
PEP Interview & PEP Interview & Polygraph ExamPolygraph Exam
RCMP PRINCIPLES IN PEPRCMP PRINCIPLES IN PEP
• Not a ‘lie detector’
• No pass or fail
• Interviews performed only by trained, certified polygraph examiners
• Only one of several tools in selection process
• Applicants assessed on entire selection process
• Instructive – NOT determinative
PEP QuestionsPEP Questions
Explores: •Employment history, behaviour
•Driving history, record, incidents
•Gambling, alcohol, drug use
•Use of force, interaction with police
•Technology & Internet behaviour
•Unlawful sexual activity
•Security, loyalty issues
Criteria for Non-Suitability
• Any criminal activity (3 years)
• Serious provincial offences (3 years)
• Unpardoned criminal convictions
• Pending criminal charges
• Use of illicit drugs
Success Rates and DataSuccess Rates and Data
After 5 Years:
Over 12,000 PEP Interviews / Exams completedOver 12,000 PEP Interviews / Exams completed
64 % move to next stage of recruiting process64 % move to next stage of recruiting process
36% not recommended after PEP36% not recommended after PEP
Safeguards
• Independent 2009 study into PEP confirmed the value and ROI from use of PEP
• PEP often surfaced “new admissions or disclosure of information” detrimental to employment application that would not otherwise have been available to recruiters
STUDY RESULTS
Previous Employment• Most common was having cheated or
plagiarized, including on RCMP aptitude testing
• Also included theft from employers
Driving History• Hit and run motor vehicle accidents• One case involved admission of street
racing leading to death and evasion of police by applicant
STUDY RESULTS cont’dGambling
• New disclosures on how much they had lost, won
Alcohol and Drug Use
• Including admissions of impaired driving, extensive alcohol consumption
• Recency and extent of drug use
• Rare, but present were new admissions concerning the use of heroin, meth, crack cocaine and date-rape drugs
STUDY RESULTS cont’dSTUDY RESULTS cont’d
Use of Force
• Most related to minor disputes with intimate partners or family members
• One case disclosed a self-described violent racist, who was fascinated with sharp-edged weapons, had previously strangled a classmate and wanted to be a police officer so he could ‘legally’ carry a weapon.
STUDY RESULTS
Computers and Technology• 41% admitted to pirating software and
music off of the internet• A few were involved with internet
fraud, hacking and on-line threats
Unlawful Sexual Activity• 14% admitted to involvement with
child pornography or prostitution• Others included a variety of deviant
behaviours
STUDY RESULTS cont’d
Involvement with Law Enforcement• Involvement in theft was most common
(40%), often involving employer
Current or former Police, Military officers• Use of authority for personal gain,
improper search and seizure, and falsifying reports
Summary
• “There can be no greater risk area for
security in Jamaica than is posed if
personnel security within the ranks of its
national police service is not assured” -
JCF Strategic Review report, 2009.
• Polygraph is a proven and effective tool in
support of a comprehensive Anti-
Corruption Strategy – use it!
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QUESTIONSQUESTIONS
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