It begins first and foremost with a consideration of the position that is being staffed or the contract that is being let, in the situation that it's a contract. What level of screening is required for that position, based on the duties and functions?
Second, when a candidate is presented to occupy that position, it's a process of gathering information about that individual, with that individual's consent. Some of that information comes directly from the individual. Some of it comes from security agencies like the service and the RCMP, and some of it comes from an external source, such as a financial credit agency.
Then the decision-maker takes all of that information, puts it on the table and looks at it collectively to understand whether they see reason for doubt as to the reliability and loyalty of this individual. If there is doubt, the individual is pulled into the process. They are required to be informed that there is doubt and to be provided with an opportunity to answer to that doubt. The decision-maker then makes a decision. If it's a negative decision, the person has to be informed, has to be told why and has to be told what avenues of recourse are available to them. If it is a positive decision, they have to be informed as to what level of responsibility they now have for the information and the facilities that they might now have access to because of the level of screening they have.
Then we enter a process of continuous assurance. Screening is not just a “one and done”. Once the initial screening is awarded, the person is subject to a regular cycle of updates and verifications to ensure that their reliability and loyalty are assessed on a continuous basis. When they leave the public service, that clearance is then deactivated as necessary.