Page 36 - Aanbevelingen om de integriteit

is not done on a regular basis. The current law requires that staff pass the screening only before
entering the police. Legal amendments are in preparation to change this.

181. As to the appointments of the top management, the Commissioner and the Force Command
members (leadership of the NPN) and the regional chiefs of police (chief constables) are appointed,
suspended and dismissed by Royal Decree following a proposal of the Minister of Justice and
Security. The Commissioner is appointed for a period of six years and may be reappointed for a
period of three years. The regional mayors and the Board of Public Prosecutors are offered an
opportunity to issue recommendations on these appointments. The Deputy Commissioner is selected
from among the members of the Force Command and is appointed by the Minister of Justice and
Security.

182. The KMar recruits both military and civilian personnel. The military staff is appointed for
initial military training and service obligation after which they advance as non-commissioned officers
(lower grades) and officers (at different ranks). While the military staff has a career system, civilian
staff hold particular positions. Both non-commissioned and commissioned military staff carry out law
enforcement functions.

183. The requirements for assignments to positions for military and civil personnel are
standardised in legislation both in respect of military staff and civilians. The law stipulates that
recruitment and promotion are based on merit and competition. The integrity issue is central during
the psychological interviews. The Recruitment and Selection Services Centre (DCWS) provides the
defence divisions with the required number of qualified military personnel and is responsible for the
entire recruitment process, including psychological tests of military personnel. The HR Advice &
Operations section deals with the recruitment of the civilian employees.

184. The Military Intelligence and Security Service (MIVD) conducts the security screening of all
personnel as all positions at KMar are classified as “confidential positions”, meaning that each KMar
employee undergoes security screening (level B or level C). A higher screening (level A) applies to
most sensitive confidential positions (HR employees are regarded as special confidential positions).
The highest level security clearance is valid for a maximum of five years.

185. The GET is pleased that recruitment and promotions to the NPN as well as the KMar is carried
out under well established procedures, manifested in legislation and regulations. The vacancies are
publicly announced with detailed job descriptions and the selection criteria are based on competition
and merit.

186. The GET noticed that screening of employees within the KMar is obligatory in respect of all
posts and also carried out at regular intervals after recruitment. That said, the screening mechanism
within the NPN appears to be considerably weaker. Apparently, ordinary police officers are screened
only before recruitment and not at regular intervals, except in a few classified positions and in
relation to new assignments when required. Moreover, the police officers’ personal environment
cannot be checked and random checks do not appear to be much used. The GET is of the opinion
that screening and vetting procedures are important measures in order to check the integrity of
individual police officers. Obviously, certain positions require such measures more than others.
However, the fact that police officers may not be vetted or screened more than upon entry into the
service is striking as a weakness of the system. The authorities are aware of this problem and are
working on draft legislation that serves this purpose. The GET sees a need for dedicated measures to
remedy this lacuna. In view of the foregoing, GRECO recommends that adequate measures and
appropriate resources be allocated in order to ensure that within the National Police (NPN) vetting
and screening of staff takes place at regular intervals during their entire service.

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