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!

19

QUESTIONSQUESTIONS

20