To compete in the global marketplace, companies require a high-performing workforce. To remain competitive, companies require high internal information security to safeguard their valued assets—the performers and their customers. These goals can be accomplished by selecting job applicants who can perform and who also will comply with a company culture of honesty. The Business Information Security Program (BISP) meets these two objectives using an assessment battery that analyzes the degree of “fit” between an applicant’s qualifications and experience and the demand of the job and also the extent to which an applicant is likely to help enforce and comply with the security standards.

However, certain conditions must be met. The four selection standards—the four tests that comprise the assessment battery—cannot under the Equal Employment Opportunity Commission (EEOC) guidelines and Title VII be administered to current employees. Current employees perform their jobs well and safeguard the confidentiality of information, or they should not be retained. The purpose of the assessment battery is to lay a foundation in which the job performance and the security of information will be guaranteed for applicants for future employment who are hired into an honest company culture. Using the assessment battery developed in Chapters 11 to 14 for current employees would violate provisions under Title VII for the fairness of personnel ...

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