AR 190-56.pdf

Army Regulation 190–56

Military Police

The Army Civilian Police and Security Guard Program

Headquarters Department of the Army Washington, DC 27 September 2006

UNCLASSIFIED

SUMMARY of CHANGE

AR 190–56

The Army Civilian Police and Security Guard Program

This major revision dated 27 September 2006--o Establishes the Provost Marshal General as the principal Army staff officer responsible for the overall effectiveness of the Department of the Army Civilian Police and Security Guard (DACP/SG) Program. The Chief, Operations Division, Office of the Provost Marshal (DAPM-OPS), is delegated as the principal Army staff officer responsible for efforts to enhance program effectiveness (para 1-4a).

o Requires that DACP/SGs meet Office of Personnel Management qualification standards for the 083/085 series, and conditions of employment in appendix B (para 2-2a).

o Requires diagnostic physical agility testing for all employed DACP/SGs and for new hires within 30 days of being medically cleared (para 2-2c).

o Requires the Lautenberg Amendment to the Gun Control Act of 1968 as part of the pre-employment screening for applicants (para 2-3c).

o Establishes medical evaluation procedures and evaluation guidelines policy (para 2-3g).

o Establishes Army Regulation 380-67, appendix I, as the authority for the disqualifying factors for DACP/SG duties (para 3-5a).

o Does not permit an individual disqualified under IRP to carry a weapon and/or perform any law enforcement/security duties (para 3-7b).

o Requires civilian police to successfully graduate from an accredited law enforcement academy (para 4-2).

o Requires DACP/SG to successfully graduate from a USAMPS accredited academy (para 4-2a).

o Provides conditions and processes for waiver of new hires and exceptions for current 083/085s for completion of the USAMPS accredited academy (para 4-2a).

o Establishes initial and in-service training requirements while authorizing additional training to meet specific local training requirements (para 4-3).

o Requires semi-annual weapon qualification (para 4-3c).

o Requires issuance of designated civilian police identification cards throughout the publication (para 5-2).

o Authorizes DACP to carry only standardized credentials with authority limits (para 5-2e).

o Requires installation/activity owning commanders to document specific authority and jurisdiction to DACP/SG (para 5-3a).

o Requires installation/activity owning commanders to issue written instructions on police and security guards’ authority and jurisdiction (para 5-3a).

o Prescribes DACP/SG uniform requirements; chapter 6, Uniforms and Equipment replaces AR 670-10, chapter 2 (para 6-1).

o Requires job descriptions be written to include all conditions of employment (app B).

o Prohibits deputation of, or granting of, additional authority and jurisdiction to DA civilian police and security guards (app B).

o Establishes new physical fitness testing standards (app D).

o Requires installation commanders to issue written instructions on police and security guards’ authority and jurisdiction throughout the publication.

o Establishes medical screening procedures and evaluation guidelines policy throughout the publication.

o Establishes physical requirements and agility testing policy throughout the publication.

o Establishes use of condition of employment statements throughout the publication.

o Requires semi-annual weapon qualification throughout the publication.

o Adds required training tasks throughout the publication.

o Adds a new DA Form 7599.

Headquarters Department of the Army Washington, DC 27 September 2006

Military Police

The Army Civilian Police and Security Guard Program

*Army Regulation 190–56

Effective 27 October 2006

H i s t o r y . T h i s p u b l i c a t i o n i s a m a j o r revision.

S u m m a r y . T h i s r e g u l a t i o n p r e s c r i b e s policies and procedures for the Depart-ment of the Army Civilian Police and Se-c u r i t y G u a r d P r o g r a m . I t c o n t a i n s provisions for the selection, management, employment, and training and certification of Department of the Army Civilian Po-lice and Security Guards.

Applicability. This regulation applies to t h e A c t i v e A r m y , t h e A r m y N a t i o n a l Guard/Army National Guard of the United States, and the United States Army Re-s e r v e u n l e s s o t h e r w i s e s t a t e d . A l t h o u g h not specifically applicable to the Army National Guard in its Title 32 status, the policies and procedures contained herein are appropriate for Army National Guard activities. It is applicable to security guard personnel at Government-owned, contrac-t o r - o p e r a t e d f a c i l i t i e s . I t i s a p p l i c a b l e w o r l d w i d e , a l t h o u g h o u t s i d e c o n t i n e n t a l U n i t e d S t a t e s ( C O N U S ) c o m m a n d e r s must consider such factors as host nation support and status of forces agreements when implementing its policies and proce-dures. It applies to all Department of the Army employees who are assigned to 083 and 085 positions. It applies to contract and contractor security personnel involved in the protection and safeguarding of per-sonnel and property.

Proponent and exception authority.

The proponent of this regulation is the P r o v o s t M a r s h a l G e n e r a l . T h e P r o v o s t Marshal General has the authority to ap-prove exceptions or waivers to this regu-lation that are consistent with controlling law and regulations. This approval author-ity is delegated to the Chief, Operations Division, Office of the Provost Marshal G e n e r a l ( D A P M - M P D ) . A c t i v i t i e s m a y request a waiver or exception to this regu-lation by providing justification that in-c l u d e s a f u l l a n a l y s i s o f t h e e x p e c t e d benefits and must include formal review by the activity’s senior legal officer. All waiver and exception requests will be en-dorsed by the commander or senior leader of the requesting activity and forwarded through their higher headquarters to the policy proponent. Refer to AR 25–30 for specific guidance.

Army management control process.

This regulation contains management con-t r o l p r o v i s i o n s i n a c c o r d a n c e w i t h A R 11–2, but it does not identify key manage-ment controls that must be evaluated.

S u p p l e m e n t a t i o n . S u p p l e m e n t a t i o n o f this regulation and establishment of com-mand and local forms are prohibited with-out prior approval of the Office of the Provost Marshal General (DAPM–MPD), 2 8 0 0 A r m y P e n t a g o n , W a s h i n g t o n , D C 20310–2800.

Suggested improvements. Users are invited to send comments and suggested improvements on DA Form 2028 (Recom-m e n d e d C h a n g e s t o P u b l i c a t i o n s a n d Blank Forms) directly to the Office of the P r o v o s t M a r s h a l G e n e r a l (DAPM–MPD–PS), 2800 Army Pentagon, Washington, DC 20310–2800.

Distribution. This publication is availa-ble in electronic media only and is in-tended for command levels C, D, and E for the Active Army, the Army National Guard/Army National Guard of the United S t a t e s , a n d t h e U n i t e d S t a t e s A r m y Reserve.

Contents (Listed by paragraph and page number)

Chapter 1 General, page 1 Purpose • 1–1, page 1 Reference • 1–2, page 1 Explanation of abbreviations and terms • 1–3, page 1 Responsibilities • 1–4, page 1 Objectives • 1–5, page 2

*This regulation supersedes AR 190–56, 21 June 1995.

AR 190–56 • 27 September 2006 i

UNCLASSIFIED

Contents—Continued

Chapter 2 Personnel Qualification and Selection, page 2 Basic character traits • 2–1, page 2 Qualification standards • 2–2, page 2 Qualification standards • 2–3, page 4 Drug testing • 2–4, page 4

Chapter 3 Individual Reliability Program, page 5 General • 3–1, page 5 Policy • 3–2, page 5 Individual Reliability Program applicability • 3–3, page 5 Individual Reliability Program certifying official • 3–4, page 5 Disqualifying factors • 3–5, page 5 Reliability factors • 3–6, page 6 Unreliability determination • 3–7, page 6 Review of records • 3–8, page 6 Medical evaluation • 3–9, page 6 Certifying official’s evaluation • 3–10, page 6 Continuing evaluation • 3–11, page 7 Temporary medical restriction • 3–12, page 7 Contractor requirements • 3–13, page 7

Chapter 4 Training, page 8 General • 4–1, page 8 Initial training and certification policy • 4–2, page 8 In-service training and documentation requirements • 4–3, page 9 Contract security guards • 4–4, page 9

Chapter 5 Authority of Army Civilian Police and Security Guards, page 9 General • 5–1, page 9 Authority • 5–2, page 9 Written instructions • 5–3, page 10

Chapter 6 Uniforms and Equipment, page 12 General • 6–1, page 12 Policy • 6–2, page 12 Standards of appearance • 6–3, page 13 Personal appearance • 6–4, page 13 Wearing of jewelry • 6–5, page 13 Wearing of eyeglasses, sunglasses, and contact lenses • 6–6, page 14 Wearing of security identification badges • 6–7, page 14 Wearing of personal protective or reflective clothing • 6–8, page 14 Hygiene and body grooming • 6–9, page 14 Uniform allowances • 6–10, page 15 Required/prohibition of wearing the DACP/SG uniform • 6–11, page 15 Duty uniform • 6–12, page 15 Uniform accessories • 6–13, page 16 Protective clothing and equipment • 6–14, page 23 Weapons, ammunition, and security equipment • 6–15, page 23

Appendixes

A. References, page 24 ii AR 190–56 • 27 September 2006

Contents—Continued

B. Employment Conditions, page 27

C. Medical Screening Procedures and Evaluation Guidelines, page 31

D. Physical Agility Testing, page 37

E. Training, page 38

F. Delegation of Authority Samples, page 41

G. Contract Security Guards, page 46

H. Management Control Checklist, page 47

Table List

Table E–1: Supervisor training, page 39

Figure List

Figure 5–1: Sample of DACP credentials, page 11 Figure 5–1: Sample of DACP credentials – continued, page 12 Figure 6–1: Sample of specifications for badges for military police, page 18 Figure 6–2: Sample of specifications for badges for security guard, page 19 Figure 6–3: Sample of specifications of badges, page 20 Figure B–1: Sample of the conditions for employment for prospective police and guards, page 28 Figure B–2: Sample of the conditions for employment for current police and guards, page 30 Figure C–1: Sample of medical clearance letter, page 32 Figure F–1: Sample of a delegation of authority letter for law and order functions, page 42 Figure F–2: Sample of a delegation of authority letter for security guard services, page 44

Glossary iiiAR 190–56 • 27 September 2006

Chapter 1 General

1–1. Purpose This regulation establishes the Department of the Army Civilian Police and Security Guard (DACP/SG) Program. This regulation applies to all DA civilian personnel in career series 0083 and 0085. It also assigns responsibilities and establishes policy, standards, and procedures for the effective implementation of the program.

1–2. Reference Required and related publications and prescribed and referenced forms are listed in appendix A.

1–3. Explanation of abbreviations and terms Abbreviations and special terms used in this regulation are explained in the glossary.

1–4. Responsibilities

a. The Provost Marshal General (PMG) will develop policies, standards, and procedures to enhance the overall e f f e c t i v e n e s s o f t h e D A C P / S G P r o g r a m . U n d e r t h e d i r e c t i o n o f t h e P M G , t h e C h i e f , O p e r a t i o n s D i v i s i o n (DAPM–MPD), will act as the principal Army staff officer responsible for efforts to enhance program effectiveness.

The DAPM–MPD will designate a Physical Security Branch (DAPM–MPD–PS) Program Manager to oversee and manage the DACP/SG Program. The Program Manager will be the principal point of contact (POC) within the Army on all program matters.

b. The Deputy Chief of Staff, G–1 (DCS, G–1)—

(1) Chief, Policy and Program Development Division. Ensure civilian personnel management policies support a skilled and professional civilian police and security guard work force. These policies include recruitment and place-ment; reassignment and termination; job evaluation; classification; pay administration; development of model job descriptions and pay grades in coordination with Office of the Provost Marshal General (OPMG); incentives; employee relations and morale; uniform allowances; performance appraisal; training; and career development. The DCS, G–1 will act as the principal POC with the Office of Personnel Management (OPM) concerning civilian personnel management matters affecting civilian police and security guards.

(2) Chief, Leader Policy Division, Directorate of Human Resources Development. Determine policies relating to DACP/SG participation in the Army Civilian Employee Drug Testing Program. Such policies will be coordinated with the Office of Labor and Employee Relations, DCS G–1.

(3) Commanding General, U.S. Army Human Resources Command. Implement policies affecting DACP/SGs as-signed to nuclear, biological, and chemical surety or nuclear reactor positions.

c. The Deputy Chief of Staff, G–4 (DCS, G–4) will accomplish actions pertaining to issuance of special clothing and equipment for civilian police and security guards.

d. The Deputy Chief of Staff, G–2 (DCS, G–2) will ensure personnel security policies and procedures are supportive of the DACP/SG Program.

e. Heads of other Army Staff agencies will—

(1) Determine policies within their assigned functional areas.

(2) Designate a single organizational element as a sole POC responsible for coordination of DACP/SG matters within their respective agency.

(3) Coordinate such matters with the DAPM–MPD–PS Program Manager.

f. The Commanding General, US Army Training and Doctrine Command (TRADOC), will provide training develop-ment, training, and training support activities for the DACP/SG Program.

g. The Commanding General, US Army Medical Command (MEDCOM), will provide Occupational Health services in accordance with Army Regulation (AR) 40–5, and will establish guidelines for medical evaluation of DACP/SG to ensure they are able to safely perform the essential job functions.

h. Installation/activity owning commands will—

(1) Provide guidance and staff assistance to subordinate commands, installations, and activities to ensure compliance with the intent and requirements of this regulation.

(2) Effect necessary planning, programming, budgeting, and accounting actions to meet command-wide training needs for DACP/SG personnel.

(3) Designate a representative to oversee and manage the DACP/SG Program.

(4) Closely monitor the installation, activities, and Government-owned, contractor-operated (GOCO) facilities under their command to ensure compliance with applicable regulatory guidance.

(5) Approve requests to deviate from prescribed uniform standards and/or approve mission unique uniforms (for example, a bicycle-patrol uniform).

1AR 190–56 • 27 September 2006

i. Installation and activity owning commanders and commanders of tenant activities or subordinate units employing DACP/SGs (for example, airfields) will—

(1) Implement and ensure compliance with this regulation in a manner appropriate for their activities.

(2) Ensure only individuals who are qualified, physically fit, emotionally stable, reliable, and trustworthy are employed in DACP/SG positions.

(3) Identify training needs and allocate necessary resources to meet their needs.

(4) Ensure contracts under the Logistics Civil Augmentation Program provide for use of contract and contract security guard services in support of U.S. Forces.

j. Provost Marshals (PM), or the Director of Emergency Services (DES) on installations/activities where there is no

PM, or designated command security/law enforcement representatives will—

(1) Ensure DACP/SG personnel are adequately trained and certified to perform assigned duties and to react to terrorist incidents, natural disasters, and other threats.

(2) In coordination with local Civilian Personnel Advisory Center (CPAC), Civilian Personnel Operations Center, PM/designated command security/law enforcement representative, the selecting official will accomplish the following:

(a) Ensure personnel employed in DACP/SG positions are qualified, capable, reliable, and trustworthy.

(b) Ensure appropriate reliability investigations are conducted on Army employees before they are assigned to

DACP/SG duties.

(c) Develop training plans to ensure the local training needs of DACP/SG are met.

(3) Ensure hiring and recruiting actions are in accordance with job descriptions.

k. Local CPAC’s will, with advice from the servicing legal advisor and heads of supporting intelligence activities, provide technical assistance and coordinate all employment matters affecting the DACP/SG Program with the appropri-ate PM/designated command security/law enforcement representative.

l. Managers and or supervisors at all levels will implement internal controls per AR 11–2 to ensure adherence to this regulation and ensure the DACP/SG Program is managed efficiently and effectively.

1–5. Objectives The objectives of the DACP/SG Program are to—

a. Provide centralized and cohesive direction to the program, while reinforcing the commander’s responsibility to manage local assets.

b. Enhance the professionalism, quality, and effectiveness of civilian police and security guards.

c. Facilitate the overall security of Army installations and activities by employing civilian personnel to perform security and law enforcement services.

Chapter 2 Personnel Qualification and Selection

2–1. Basic character traits Basic character traits of honesty, courtesy, tact, cooperation, personal appearance, and bearing are important factors required of civilian police and security guards. Personal qualities of good conduct and character, integrity, dependabili-ty, and good mental and physical fitness also are required of such personnel.

2–2. Qualification standards

a. DACP/SG will be required to meet the OPM qualification standards for police or guard positions and conditions of employment found in appendix B, figure B–1. The OPM qualification standards for the police and guards (TS 224, February 1988, or later versions that may be approved by OPM including separate and approved Army standards) and conditions of employment contain qualification requirements for DACP/SG positions. Job-related functions, such as strenuous activity, physical exertion, physical ability, and levels of stress as they pertain to a specific job will be considered for both normal and emergency operations. Physical requirements will be per OPM qualification standards, conditions of employment, and the command’s job analyses and will be standardized at each installation or activity.

Positions requiring more stringent physical demands, that is, Special Reaction Team (SRT), will be supported by OPMG approved valid job analyses and written performance plans. In preparing job analyses, careful consideration must be given to whether or not waivers of physical demands can be considered. For those positions requiring more stringent physical demands, meeting the physical requirements is a condition to retain that pay level.

b. Medical evaluation for DACP/SG applicants and current employees will be conducted in accordance with prescribed OPM medical evaluation standards, appendix C, and MEDCOM cardiovascular evaluation guidelines. These medical standards and evaluation guidelines are designed to ensure the applicants for a guard or police position and current employees are physically capable of performing the required duties without creating a direct threat to the health or safety of themselves or others.

2 AR 190–56 • 27 September 2006

c. Physical agility testing is applicable to all DACP/SG personnel and will be conducted in accordance with appendix D.

(1) Physical agility testing will be conducted annually for DACP/SG personnel with a minimum of four months separating the Physical Agility Test (PAT). Job descriptions and performance plans/performance standards will contain the physical agility testing requirement.

(2) Current DACP/SG employees are required to take a Diagnostic Physical Agility Test within 30 days of being medically cleared and must pass the PAT within one year from the date this regulation is published; thereafter, annual physical agility testing will be required for all DACP/SG within the 12-month appraisal period.

(3) Probationary employees must be advised in writing at the time of initial employment they must successfully pass the PAT within their probationary period and must sign a statement acknowledging they have been so advised.

(4) If any DACP/SG fails to successfully complete the second PAT in accordance with policy and procedures found in appendix D, the CPAC will be contacted for advice regarding options defined by applicable Federal and/or agency guidelines.

(5) Local physical fitness programs are as follows:

(a) Commanders may establish local physical fitness programs to provide employees the opportunity to establish and maintain a minimum level of physical fitness. Such fitness programs may include organized exercise classes, conducted on a scheduled basis, either voluntarily or as training conducted in accordance with this regulation.

(b) Tentative selectees/probationary employees must obtain a medical clearance from their personal physician prior to taking the initial PAT, as described in appendices B and D. This clearance is subject to review/approval by the supporting medical officer having Federal status (see app C). Current DACP/SG (non-probationary) will, prior to taking their initial PAT, undergo medical evaluation in accordance with appendix C and MEDCOM cardiovascular guidelines. Credentialed Government or civilian physicians may conduct the medical evaluation. The requirements and guidelines (OPM standards, appendix C, and MEDCOM guidance) will be provided to the examining physician to guide them in their evaluation. Except for contract security guards, if the examining physician is not in Federal service, the results of the medical evaluation and opinion will be reviewed by a physician having Federal status (see app C).

d. All tentative selectees for an appointment as a DACP/SG will be required to undergo a medical examination to determine if they can safely perform the job without posing a direct threat to the health or safety of themselves or others that cannot be eliminated by reasonable accommodation.

(1) This requirement also applies to personnel currently employed in DACP/SG positions.

(2) Employees assigned to DACP/SG positions will be reexamined periodically, at Government expense, to deter-mine their continued physical and emotional suitability to perform the functional requirements of such positions.

Medical evaluation guidelines and procedures supportive of requirements are found in appendix C and MEDCOM guidance. A copy of these requirements should be provided to medical authorities conducting medical evaluation of DACP/SG and tentative selectees.

(a) A copy of the OPM qualification standards, physical standards required for the position concerned (see para 2–2), and medical evaluation guidelines (see app C and MEDCOM guidance on cardiovascular evaluation), along with a copy of the requirements in this chapter, will be provided to the examining physician with Standard Form (SF) 78 (United States Civil Service Commission Certificate of Medical Examination).

(b) To be finally selected, examinees must be medically certified to the appointing officer as eligible under such standards.

e. Administrative action, as determined by management in consultation with the servicing CPAC and servicing legal advisor, will be taken in the case of currently employed DACP/SGs who are determined by medical examination to possess lasting medical or psychiatric conditions that, in the judgment of the examining physician, constitute a direct threat to the health or safety of themselves or others when placed in circumstances involving arduous physical exertion or a stressful situation, or will adversely effect performance of assigned job duties.

f. DACP/SG must demonstrate the ability to speak, read, write, and understand English sufficiently to execute job requirements.

g. In the case of contract security guards, the provost marshal, in coordination with the contracting officer and the servicing staff judge advocate (SJA) labor counselor will prescribe in security guard services contracts or contractor statement of work (SOW)/ performance-based work statement (PWS), the specific qualification standards, including physical fitness, suitability, and medical examination requirements, for such personnel. Medical examinations for contract employees will not be conducted at Government expense. The standards will be those outlined as above and as found in the performance SOW/PWS when issued by the Office of the Assistant Secretary of the Army (Research, Development, and Acquisition Contract Administration). The SOW/PWS contains a standard format for security guards services contracts. Contracting offices, in coordination with provost marshals, will monitor hiring actions to ensure compliance with qualification standards. Procedures will be established for periodic review of personnel records for contract security guards. The specific provisions of the contract may include the requirement that Government personnel monitor the contractor’s administration of required physical fitness testing. Depending on the size of the

3AR 190–56 • 27 September 2006 contract security guard force and the complexity of its mission, the provost marshal or their representative may be appointed as a contracting officer representative or contracting officer technical representative.

2–3. Qualification standards

a. All individuals tentatively selected for appointment to DACP/SG positions will be security screened to the extent possible (for example, a minimum of a local files check) prior to being offered an appointment to such positions. The time period covered by the security screening will be the most recent five years, or since age 18, whichever is shorter, provided it covers the most recent two years of the applicant’s life. No security checks are required prior to the applicant’s 16th birthday.

b. Pre-employment inquiries will be conducted by the PM/DES/designated command security/law enforcement representative and will include, at a minimum, checks with former employers and supervisors and personal references and a credit check.

c. The PM/DES/designated command security/law enforcement representative also will conduct a check of arrest and criminal history records (except where prohibited by local and state law) of the state(s) in which an applicant has resided during the most recent five years. The PM/DES/designated command security/law enforcement representative will make the record checks through their supporting police or sheriff’s department under the authorization of the Federal Bureau of Investigation (FBI) National Crime Information Center (NCIC) (see AR 190–27). PM/DES/ designated command security/law enforcement representative will also request a records check from the U.S. Army Criminal Investigation Command Crime Record Center (CRC) (see AR 190–30). A specific inquiry into the applicant’s suitability as per the Lautenberg Amendment to the Gun Control Act of 1968 will be made as part of the pre-employment screening for probationary individuals who are tentatively selected.

d. The PM/DES/designated command security/law enforcement representative will forward the results of such inquiries to the CPAC with a recommendation to continue or discontinue the processing of the applicant.

e. In addition to the employment security screening procedures prescribed above, DACP/SG positions are catego-rized as non-critical-sensitive and require completion of a favorable National Agency Check and Inquiry (NACI) prior to appointment to such positions (see AR 380–67 and DOD 5220.22–M).

(1) Filling a position before completion of the NACI will be kept to a minimum; however, if absolutely necessary, an exception to AR 380–67 must be authorized in writing by an authority listed in AR 380–67 or delegated authority, and will contain specific justification. The commander will be notified of all exceptions. In such instances, the position may be filled only after the NACI has been initiated.

(2) Certifying officials (discussed in chapter 3 of this regulation) will implement a tracking system to ensure records of personnel hired under such exceptions to policy are monitored. The CPAC will forward the NACI results to the certifying official on receipt.

f. The security screening requirements in paragraphs 2–3a, b, c, and e above, also apply to contract security guard personnel, except the contractor will be responsible for conducting the security screening checks. The contracting officer, in conjunction with the provost marshal, will include in the solicitation/contract/SOW/PWS, a requirement that security guard personnel meet the suitability requirements of this regulation as well as appropriate security clearance requirements of AR 380–67 or DOD 5220.22–M, if applicable. The contractor will be required to furnish the contracting officer and provost marshal a record of the results of each employee’s security screening prior to entry on duty. In coordination with the contractor and contracting officer, the provost marshal will conduct the arrest and criminal history checks through the NCIC and CRC. If security clearances are required for contract security guards, requests for security clearances should be made to the supporting Defense Investigative Services office (see DOD 5220.22–M).

g. In addition to the requirements above, contract security guards not required to have security clearances will undergo a credit check as part of the security guard services contract. Results of credit checks will be furnished the contracting officer and provost marshal. The costs of all such checks and inquiries will be the responsibility of the contractor unless the Government explicitly undertakes to pay for the requirement.

h. Commanders of outside CONUS (OCONUS) Army commands will establish necessary security screening proce-dures for security guard personnel to ensure the spirit and intent of this regulation are met. The cooperation of the host country will be solicited.

2–4. Drug testing

a. All DACP/SG employees must sign a DA Form 5019 (Condition of Employment for Certain Civilian Positions

Identified Critical Under the Department of the Army Drug-Free Federal Workplace Program) and pass a drug test per AR 600–85 before being certified under the Individual Reliability Program.

b. All DACP/SG in the Personnel Reliability Program (PRP) will receive periodic drug testing per AR 600–85 on a random basis to ensure the deterrent value of the testing program.

c. Contract security guards will be subject to the requirements of AR 600–85 on the same basis as Federally

4 AR 190–56 • 27 September 2006 employed Army civilian police and security guards. These requirements will be incorporated in any contract for security guard services.

Chapter 3 Individual Reliability Program

3–1. General This chapter establishes the Individual Reliability Program (IRP) for DACP/SGs. The IRP provides a means of assessing the reliability and suitability of individuals being considered for employment and provides for continuous assessment of personnel assigned to DACP/SG positions. Security guards performing duties associated with nuclear (including nuclear reactors), chemical, biological agents, toxins, and surety material must additionally meet the criteria of the PRP as established in applicable regulations.

3–2. Policy

a. Personnel who are assigned to DACP/SG positions will be required to maintain a high standard of conduct at all times. The protection of installations, activities, and facilities particularly those storing classified and sensitive material, depends heavily on these individuals. Personnel engaged in DACP/SG duties work with relatively little supervision, and frequently in isolated locations.

b. Army assets must be safeguarded against the actions of untrustworthy and emotionally unstable security person-nel. All personnel performing DACP/SG duties will be continuously evaluated to determine if their character, trustwor-thiness, and fitness are consistent with the high standards expected of law enforcement and security professions.

c. Security guards performing duties associated with nuclear (including nuclear reactors) and chemical surety material will comply with the PRP criteria and procedures contained in ARs 50–5 and 50–6. Contract security force personnel will be subject to the work rules established by the responsible contractor regarding counseling and employment. The individual may be terminated per those rules and no right to counseling or further employment will exist, except as provided for by the responsible contractor.

3–3. Individual Reliability Program applicability The IRP is a condition of employment and applies to—

a. Prospective employees tentatively selected for DACP/SG positions.

b. Employees currently in such positions.

c. Contract security guards.

3–4. Individual Reliability Program certifying official

a. The IRP certifying official will be the commander charged with the maintenance of law and order at an installation/activity or facility. Those commanders may designate the PM/DES/designated command security/law enforcement representative as the IRP certifying official. The PM/designated command security/law enforcement representative may in turn further delegate this function to a senior individual within the PM or security/law enforcement office. At GOCO facilities, the plant manager may be delegated as the IRP certifying official, and may, in turn, further delegate this function to a knowledgeable individual within the contractor security department.

b. The IRP certifying officials must make every effort to maintain frequent personal contact with persons performing duties under the IRP.

3–5. Disqualifying factors

a. AR 380–67, appendix I, will be used to determine eligibility for employment or retention of DACP/SG. The provisions of AR 380–67 apply to all DACP/SG.

b. All DACP/SG as candidates for the IRP must undergo drug testing per AR 600–85 before being certified into the

IRP. Contractor employees, consistent with the terms of their contract, also have to undergo drug testing before the certifying official may certify a contractor employee into the IRP. Civilian employees in the IRP will receive drug testing per AR 600–85. Contractor employees in the IRP will, consistent with the terms of their contract, undergo periodic testing on a random basis to ensure the deterrent value of testing.

c. When, despite the presence of potentially disqualifying factors, an individual is retained for duty in the IRP, the certifying official will determine the nature and extent of the incident to decide if the individual should be disqualified.

If it is determined the individual can be retained on IRP, the certifying official will record this information. A memorandum for record (MFR) will be prepared clearly outlining the facts considered and the basis for the decision made.

(1) A copy will be provided to the employee who will sign, acknowledging receipt and the fact they may rebut the matters asserted within a reasonable time (normally five working days).

5AR 190–56 • 27 September 2006

(2) Both the MFR and any attached rebuttals will be placed in the employee’s official personnel folder per d, below.

d. Adverse information not already on record may be placed in the employee’s official personnel folder only per current laws and regulations. Forward the information to the servicing CPAC for evaluation and filing.

e. When an official allegation is made as to an individual’s suitability under the Lautenberg Amendment of the Gun

Control Act of 1968, the individual must be temporarily removed from any duties requiring the carrying of a firearm, pending the outcome of any investigation/inquiry or action.

f. As soon as it is suspected that a disqualification may occur, the certifying official must contact the servicing

CPAC.

3–6. Reliability factors The certifying official in making determinations with respect to an individual’s eligibility for employment, retention in sensitive duties, or eligibility for access to classified information will use the reliability factors in accordance with AR 380–67.

3–7. Unreliability determination

a. An unreliability determination may be made at any time.

b. If disqualified under IRP, an individual cannot carry a weapon nor perform any law enforcement/security duties.

c. A certifying official who disqualifies an Army civilian employee from the IRP will seek the advice of their servicing CPAC, and servicing legal advisor for assistance in placing or separating those employees. When personnel are disqualified from the IRP, this becomes a personnel action, and appropriate guidance is found in civilian personnel regulations.

d. In the case of contract security guards, the contractor will be required to replace any individual who is disqualified under the IRP.

3–8. Review of records Certifying officials will establish a system for periodic (at least annual) review of employee records to ensure any adverse information added to the file after initial certification is reviewed and considered. The certifying official will review available personnel records and those records obtained as the result of the employment security screening procedures (see chap 2) and make a suitability determination. The purpose of this review is to determine if information contained in these records may preclude assignment or continued assignment to DACP/SG positions.

3–9. Medical evaluation

a. A licensed physician will evaluate the results of the initial and periodic medical examination (see para 2–2b) to determine physical and mental condition. A competent medical authority (a licensed physician, physician assistant (PA), or nurse practitioner) may conduct the examination, but if the examination is not conducted by a physician, then the supervising physician (herein referred to as the examining physician) must review, evaluate the results, and countersign to make the exam valid. For DACP/SG, when the examining physician is not in Federal service, the exam must be forwarded to a physician having Federal status for review and approval, in accordance with appendix C, paragraph C–1a(5).

b. The certifying official will be advised promptly of any condition that may impact on fitness for IRP duty. The certifying official also will be advised of any prescribed or over-the-counter medication that may detract from the individual’s ability to perform assigned duties. When the certifying official suspects there is a medical condition that has not been discovered, or has questions about the impact of a known medical (including mental) condition or medication on reliability, he or she will consult with the medical authority before making a final determination.

c. The examining physician will make a recommendation to the certifying official on the reliability of the individual.

The final decision will be made by the certifying official or, where appropriate, a reviewing official (designated by the commander concerned), and will be based on a thorough review of pertinent information and consultation with appropriate medical personnel and the CPAC.

3–10. Certifying official’s evaluation

a. After the personnel and medical records are screened, the certifying official will determine whether the person is acceptable for assignment to, or retention in, the IRP. If acceptable, the certifying official will interview the individual and cover the topics below:

(1) The disqualifying factors listed in AR 380–67 and medical conditions disqualifying for assignment or retention in the IRP.

(2) The importance of the assignment and the responsibilities involved.

b. DA Form 5557 (Individual Reliability Screening and Evaluation Record) will be used to record screening and evaluation of Army employees and contract personnel. Such information will be maintained in accordance with AR 25–400–2 and will be safeguarded in accordance with AR 340–21, AR 25–55, and the Health Insurance Portability and Accountability Act.

6 AR 190–56 • 27 September 2006

(1) The original DA Form 5557 will be filed in the individual’s official personnel folder, and a copy will be retained in the files of the certifying official.

(2) A copy will be forwarded to the screening medical activity and retained in the individual’s medical records where it will serve to identify the individual as a member of the IRP so medical personnel can carry out their responsibilities of this regulation.

3–11. Continuing evaluation

a. The IRP is a commander’s program that he must be aware of, and concerned with, the personal status of their personnel at all times. In order for the IRP to work, total team effort and interaction is necessary. Supervisors at all levels have an inherent responsibility to inform the commander of all cases of erratic performance and poor judgment by personnel on or off duty that could affect on-the-job reliability. All personnel are responsible for reporting to their immediate supervisor any behavior that might affect their co-workers’ reliability.

b. Continuing evaluation of IRP personnel is essential. Any incident or problem that might be cause for temporary or permanent removal from IRP duty must be promptly reported to the certifying official, IRP personnel, supervisors, associates, personnel officers. Those who provide medical care and maintain medical records are required to report any incident or allegation as to an individual’s suitability under the IRP. Oral or telephone notice will be confirmed in writing.

c. To ensure certifying officials are aware of patterns of behavior that may indicate unreliability, installation/ activities should establish systems to incorporate reference counseling of employees in both supervisor and employee records. These records will be periodically reviewed by certifying officials.

d. If the commander becomes aware of behavior that may reflect adversely on an employee’s loyalty, as outlined in AR 380–67, DA Form 5248–R (Report of Unfavorable Information for Security Determination) will be forwarded to the Commander, U.S. Army Central Personnel Security Clearance Facility, ATTN: PCCF-M, Fort Meade, MD 20755–5250.

e. Under the IRP, the employee has a continuous responsibility to report all medical treatment and medication to the competent medical authority as it occurs, regardless of whether the treatment was provided through the Federal Health System or by a private health care provider. The supervising physician will make a recommendation to the certifying official as to the potential impact of the condition, treatment, or medication on reliability.

3–12. Temporary medical restriction When performance of duty may be impaired by the use of prescribed medication or short-term medical condition (including stress), the person will be immediately restricted from duties he or she cannot safely perform or would exacerbate the medical condition. The employee will be assigned duties that do not conflict with this condition or, if no such duties are available within the work unit, management will coordinate with CPAC to find other suitable duties.

3–13. Contractor requirements

a. The requirements of this chapter will be incorporated in all contracts for security guard contracts or SOW/PWS for contract security guard services. Contracts will be updated as needed to comply with substantive changes to this regulation.

b. The contract will require that contract employees performing security guard duties meet the reliability standards of the IRP. Contractors will—

(1) Instruct contract personnel on the purpose, standards, and procedures of the IRP and physical fitness and agility standards.

(2) Instruct each employee that assignment to a security guard position is subject to the standards and procedures of the IRP.

(3) Ensure employees assigned or to be assigned to a security guard position have the required medical examinations and evaluations.

(4) Provide for sufficient observation by contract security personnel of employees assigned to security guard positions.

(5) Give the results of a medical evaluation of any contract employees assigned or to be assigned to a security guard position to the certifying official. Promptly report any data concerning employees that is relevant to assignment, retention, or disqualification under the IRP.

(6) Assign to security guard positions only those employees who are found by the certifying official to be eligible.

(7) On notice of information that is or appears to be reason for disqualification, promptly temporarily remove an employee from a security guard position, and inform the certifying official promptly of the action and the reason.

(8) Promptly inform the proper activities (within 24 hours) so that entry control and access lists are updated to bar removed or disqualified personnel.

(9) Immediately suspend an employee from a security guard position when the certifying official informs the contractor the employee has been temporarily removed from the IRP.

7AR 190–56 • 27 September 2006

(10) Remove the employee when informed he or she is unacceptable because of failure to meet reliability standards and has been permanently disqualified.

Chapter 4 Training

4–1. General The effectiveness and professionalism of the DACP/SG are directly related to the training program. Effective training depends on leadership, innovative planning, and efficient use of resources.

4–2. Initial training and certification policy

a. The PM/DES/designated command security/law enforcement representative will ensure all DACP/SG have gradu-ated from a U.S. Army Military Police School (USAMPS) accredited academy or completed the waiver process and have completed the Field Training Officer (FTO) program prior to assignment of duties. The DACP/SG also must accomplish an in-service training program to maintain certification.

b. The DACP/SG—

(1) Must successfully complete a training academy accredited by USAMPS. USAMPS will publish and maintain a list of accredited academies. USAMPS will coordinate with OPMG prior to identification and actual accrediting of regional academies.

(a) The proponent for DACP/SG training and training doctrine is USAMPS. The standards for training accreditation will be established by USAMPS.

(b) Appendix E identifies USAMPS policy for waiver of initial academy attendance for new hires and exceptions to training of existing DACP/SG.

(2) Programming for and funding of initial and in-service training requirements are the responsibility of the installation/activity commander.

(3) Will not be assigned duties requiring the carrying of weapons until required use of force training and weapons qualification have been successfully completed.

(4) Will ensure individuals have one year from the date of this regulation to request an initial training waiver.

c. Probationary officer training and training waivers. PM/DES/designated command security/law enforcement repre-sentative will institute a Field Training Program (FTP) to ensure DACP/SGs are capable of individually performing required mission tasks. Each DACP/SG will successfully complete an FTP specific to their career series (083/085) upon successful graduation from, or waiver of, accredited basic academy training. The FTP will assist local PM/DES/ designated command security/law enforcement representative to train, monitor, and evaluate individual DACP/SG in a structured program. Senior personnel will be assigned as an FTO with probationary officers (PO) in the same series (083/085) to train, observe, and document the progress of the PO in a prescribed system allowing the FTO, FTP staff, and the PM/DES/designated command security/law enforcement representative to monitor and correct issues in the PO’s training.

d. Requirements—

(1) DA Civilian Police POs (083) will be required to successfully complete a 264-hour program with five separate phases which allow the FTO and the PM/DES/designated command security/law enforcement representative to deter-mine if the PO is satisfactorily progressing and able to apply those skills, knowledge, and abilities required for the installation’s mission before proceeding to the next phase. During each phase the FTO is documenting proficiency and deficiencies and applying corrective training as needed. At the end of the FTP, if appropriate, the PM/DES/designated command security/law enforcement representative certifies the PO as qualified to perform assigned duties.

(2) DA Civilian Guard POs (085) will be required to successfully complete an 80-hour FTP structured as above specifically tailored to the guard mission.

(3) DACP/SGs who have been otherwise trained in their career field and have been waived by USAMPS from basic accredited academy attendance also will be required to successfully complete their career field specific FTP and have any Army or location specific training (not found in their training history) required for mission success conducted and evaluated in a mentored, structured environment.

(4) PM/DES/designated command security/law enforcement representative will appoint FTOs based on training, education, professional reputation, and experience as well as their documented ability to perform the required job skills.

PM/DES/designated command security/law enforcement representative also should consider the FTOs motivation and enthusiasm to participate in mentoring and training, as well as the FTOs ability to effectively evaluate and train POs.

(5) USAMPS will produce FTO and PO manuals, with career series specific programs.

e. Army security guards (series 085) that have been performing law enforcement duties and are being considered for

8 AR 190–56 • 27 September 2006 reclassification under the 083 series will be required to meet the conditions of paragraph 4–2a of this regulation.