Personnel security is the DISP domain that sounds cultural and is actually procedural. "We have known everyone for years" is not a control. Defence expects employment screening aligned to AS 4811:2022, a clearance sponsorship pathway where the level requires it, and ongoing suitability for anyone who can touch Defence information — staff and contractors.
Screening is the floor
AS 4811:2022 is the Australian standard for employment screening. For DISP, it is the language reviewers expect when you describe how you hire, onboard, and periodically recheck people. If screening lives only in a recruiter's inbox, you do not have a personnel domain.
What a working screening process includes
- Identity and right-to-work checks that are recorded
- Role-based screening depth, not one form for every hire
- A decision and exception process when something comes back incomplete
- Contractors and labour-hire brought into the same standard, not "their agency handles it"
Clearances are a separate layer
Screening is not a security clearance. Clearances sit on top when the classification requires them. DISP membership above Entry Level can let you sponsor clearances for staff — with limits. The Security Officer generally needs at least NV1 to sponsor, and DISP members cannot sponsor Positive Vetting. We cover the level mechanics in DISP membership levels explained.
Contractors
If a contractor can see Defence information, they are in your personnel risk. Saying they "work for the prime" does not remove your obligation if they sit in your environment.
Ongoing suitability
Personnel security does not end at onboarding. Role changes, offboarding, and incident handling all belong in the same domain. Governance reporting should show that the Security Officer still knows who has access.
If personnel is the domain you are least confident about, do not hide it behind a strong cyber slide. Reviewers read all four. Get screening honest, then decide whether a clearance pathway is actually in the business case.