PS-4(1)—Post-Employment Requirements

>Control Description

Notify terminated individuals of applicable, legally binding post-employment requirements for the protection of organizational information; and

Require terminated individuals to sign an acknowledgment of post-employment requirements as part of the organizational termination process.

Organizations consult with the Office of the General Counsel regarding matters of post-employment requirements on terminated individuals.

Questions assessors commonly ask

•What policies govern post-employment requirements for organizational personnel?
•Who is responsible for implementing and overseeing post-employment requirements controls?
•How does the organization coordinate post-employment requirements with HR and legal teams?
•What is the process for handling exceptions to post-employment requirements requirements?
•What governance exists for ensuring consistent application of post-employment requirements across the organization?

•What systems or tools technically implement post-employment requirements?
•How are post-employment requirements activities integrated with HR and identity management systems?
•What automation supports post-employment requirements enforcement and tracking?
•What audit capabilities exist for post-employment requirements?
•How are post-employment requirements requirements technically enforced in access control systems?

•Provide documented policies and procedures for post-employment requirements.
•Provide personnel records demonstrating post-employment requirements implementation.
•Provide evidence of post-employment requirements for all personnel with system access.
•Provide records of post-employment requirements reviews and updates.
•Provide documentation of coordination between post-employment requirements and HR processes.

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