B.C. Public Service security screening designation

Every position in the B.C. Public Service must have a security screening designation.

On this page

• About security screening designation
• When to designate
• How to designate

About security screening designation

Every position in the BC Public Service must have a security screening designation.

A “no” designation indicates that a position does not require any security screening prior to hiring a new employee or moving an employee into a position.

A “yes” designation means that one or more security checks must be completed before an applicant or employee can be confirmed when initially hired or when moving into a new position.

The deputy minister has overall responsibility and authority for designating positions.

All approved designations are recorded in the Peoplesoft system. To find the designation for an existing position, contact AskMyHR.

When to designate

Positions must be designated when:

• Creating a new position 
• Changing duties for an existing position that affect the security screening risk factors
• Changing the existing, approved security screening designation

There must be a Position Screening Designation Form on file with the B.C. Public Service Agency for all positions.

See the Types of security screening page to determine which type of screening is suitable for the duties of the position. 

Completing a Position Screening Designation form ensures consistent implementation of the security screening policy. The Position Screening Designation form contains a step-by-step process for confirming security screening requirements.

Hiring managers must ensure the position is designated before they start the hiring process.

How to designate

Determine if screening is required

There must be a bonafide occupational requirement for security screening checks. There must be a strong rationale for conducting checks, which must be related to the duties and responsibilities of the primary functions of the position.

In employment law, a bonafide occupational requirement is a quality or an attribute that employers are allowed to consider when making decisions on the hiring and retention of employees—qualities that, when considered in other contexts, would be considered discriminatory.

To be a bonafide occupational requirement, the hiring manager must consider the following questions:

• Is there a rational connection between what may be indicated by a record and the duties involved in the position?
• Is the determination that a position requires candidates to undergo security screening an honest and good faith belief?
• Is the requirement reasonable and necessary? Is it defensibly made to address a realistic organizational requirement? Are there alternatives that may be less intrusive?
• Are all other measures being employed to ensure that the candidate is appropriate for the position and accurately reported their training and abilities (for example, reference checks, credential verification, candidate testing)?

Submit a position screening designation form

Designation must follow HR Policy 14 – Security screening. 

1. Complete a Position Screening Designation form (DOCX, 88KB)
2. If the position needs Enhanced Security Screening (ESS), ensure an ESS business case has been developed and approved prior to submitting the form and before any hiring action
3. Submit the form through an AskMyHR service request

For the service request, use:

• Subject line: Position Screening Designation
• As or on behalf of: A Hiring Manager
• Category: Job Classification > Position Screening Desig. Form

Enhanced Security Screening (ESS) business case

If positions have responsibilities that mean applicants in those positions require checks beyond what is done for a B.C. Public Service Criminal Record Check, Enhanced Security Screening may be required. See types of security screening for more information.

The following provides guidance for the preparation of Enhanced Security Screening business cases as required under HR Policy 14 – Security screening. A business case must be developed for all current and planned positions with Enhanced Security Screening measures. Ministries must complete an ESS business case to:

• Implement ESS for certain positions
• Make changes to previously approved ESS business cases

Requirements

Each organization’s ESS business case will be unique to their workplace. All business cases must: 

• Be consistent with applicable law, policies, collective agreements and/or terms and conditions of employment  
• Reflect clear accountabilities for implementation aligned to government-wide policies, priorities and strategic direction
• Demonstrate the relevance and cost-effectiveness related to a position's duties

Suggested table of contents

• Executive Summary 
• Background 
• Rationale for Enhanced Security Screening 
• Recommendations

Review and approvals

The business case must be reviewed by the Policy and Research branch of the B.C. Public Service Agency. It must be reviewed and approved by the:

• Assistant Deputy Minister of Employee Relations with the B.C. Public Service Agency
• Assistant Deputy Minister responsible for security programs with the Ministry of Public Safety and Solicitor General

Support

Contact us for support developing and implementing ESS business cases.