The PISA Integrity Assessment Centre’s mark of quality is your peace of mind.

Can you offer your clients the PISA Integrity Assessment Centre mark of quality? What about your service providers, can they provide the PISA Integrity Assessment Centre mark of quality? The promise that their staff members have been properly screened and checked? Do you know who your are entrusting with your property and your information?

Mark of Quality

The PISA Integrity Assessment Centre has been used for years by high profile banks, security companies, firms and other institutions to increase their security standards, assist in their investigations and to provide peace of mind to themselves, their employees and their customers, that they are doing their best in providing safety and security. You too can reap the benefit of our years of experience and our promise of excellence.

No other company offers our inclusive and unique range of services tailored to the specific needs of the individual company. By taking a holistic approach we cover all angles of screenings and background checks and can offer you the high quality and effective solutions to fit your needs. We have a variety of tools at our disposal including polygraph examinations, psychometric testing, background verifications and more to ensure an all encompassing approach.

Do the examiners you use have all the correct qualifications and the necessary experience? Do they follow the correct protocols and procedure? Do they act ethically and fairly? Have they acted as expert witnesses in CCMA and arbitration? Have they stood the test of time?

All the PISA Integrity Assessment examiners qualified at institutions accredited and accepted by the American Polygraph Association and are members of the Southern African Polygraph Federation (SAPFED), ensuring that we provide services of the highest standard and quality throughout South Africa and the African continent. We know that our work is only as good as we are, which is why we strive to be the best.

This is our mark of quality, and this can be your mark of quality:Logo1

By using our services you too can offer our mark of quality, our years of experience, wisdom and expertise to your clients.

For more information on our services or to find out how we can provide a tailor made solution just for you please feel free to contact our offices or make an appointment for a consultant to come and visit you. By using our services you can offer your clients the PISA Integrity Assessment Centre the mark of quality and they, and you, deserve.



Polygraph examinations and the law in South Africa

As the importance of the role of polygraph examinations in South Africa, and the rest of Africa for that matter, is being noted in regards to investigations, screenings and pre-employment screenings the question often arises: Are polygraph examinations legal? The short answer is, yes they are if conducted in a manner that is procedurally fair and used responsibly and appropriately. How much weight the polygraph examination will carry when used as part of a bundle of evidence depends on a few factors, including the qualifications and experience of the examiner and whether or not the correct protocols and procedures were used. So here is some valuable information about polygraph examinations and the law and what you can do to ensure that your examinations are conducted fairly and legally.



The Law and the Commission of Conciliation Mediation and Arbitration (CCMA)

In South Africa there is currently no legislation regulating the use of the polygraph. Therefore, there is nothing prohibiting or preventing the submission of polygraph results to corroborate other evidence in our Courts of Law. It is also legal to request employees to voluntarily subject themselves to polygraph examinations.

It is very important to note that the polygraph is an investigative tool and polygraph results should be used primarily to assist investigators in narrowing investigations by identifying suspects and collecting information relevant to the investigation. Polygraph results should therefore be submitted to a Court only when they can corroborate other admissible evidence and assist the Court in reaching a verdict.

Proper polygraph procedures comply in every respect with the contents of the Constitution and the Labour Relations Act, and actively promote fair labour practices and respect for the human rights of the examinee, because it affords the innocent person an opportunity to be heard and to prove their innocence.

Polygraph results can be utilized in labour disputes and disciplinary enquiries. The acceptance of polygraph examination results will depend largely on the credibility and qualification of the examiner and the manner in which the examination was conducted.

Polygraph results have been submitted and acknowledged in a number of Commission for Conciliation, Mediation and Arbitration (CCMA) cases recently, and they are frequently submitted during internal investigations and disciplinary hearings to corroborate other evidence. It appears that the question is not so much whether polygraph test results should be allowed, but rather how much weight they should carry. “Within the legislative framework and the general rules of evidence, the question really is how much weight will be accorded to polygraph test results, and the answer to this is probably dependant upon the type of test used and the qualifications and experience of the individual examiner” (Christianson, M. Industrial Law Journal 2000 vol 21:34).

The current status of the polygraph in the Commission for Conciliation, Mediation and Arbitration (CCMA)

In terms of South African Law, there is no legislation regarding the polygraph, either for or against the use thereof. Most of the respected legal experts are in agreement that when a person consents to a polygraph examination, it cannot be seen as done in contradiction of the constitution.

In recent years a number of interesting developments took place which brought the issue of Polygraph Evidence to the fore and in some instances into the spotlight.

According to the well-respected Edward Nathan and Friedland Inc Attorneys in Sandton, the case of Mncube & Cash Paymaster Services (Pty) Ltd KN1583, 6 May 1997 showed that the Commissioner accepted the polygraphist as an expert witness whose evidence needed to be tested for reliability.

According to the commissioner in Zoned & one other & Floccotan (Pty) Ltd KN2845, of 28 August 1997, the court went too far when rejecting lie detector evidence in the case of Mahlangu v Cim Deltak. The duty of the commissioner was seen to be to determine the admissibility and reliability of the evidence but the respondent did not prove the reliability thereof by calling upon the testimony of the expert. A similar finding was made in the instance of SACCAWU & Sterns Jewellery NP144, 30 April 1997.

In Hotellica Trade Union & San Angelo Spur WE3799, 24 November 1997, it was held that the lie detector test may not be interpreted as implying guilt but may be regarded as an aggravating factor especially where there is other evidence of misconduct.

By now most IR practitioners are familiar with the case of Harmse & Rainbow Farms (Pty) Ltd. In this matter the employee was one of 15 who had access or potential access to the missing equipment. When offered an exculpatory polygraph examination, Mr Harmse at first declined then changed his mind and did complete the test which he was the only person to fail. When offered another examination which could have led to his total pardon, he declined the opportunity and was then dismissed for reasons of breach of trust. The employer then dismissed him on the basis of not theft, but breach of trust relationship. This position and decision of the employer were upheld by the CCMA. Furthermore it was noted that:

  • the employer has the right to dismiss an employee whom it can no longer trust provided there are reasonable grounds for such loss of trust based on the actions of the employee.
  • the employer had reason to request polygraph examination as a result of suffering a substantial financial loss.
  • an employer has a right in circumstances of such loss to exert some pressure on employees to cooperate in the investigation of the misconduct or crime.
  • granting of the option of a re-examination may be seen as a show of good faith by the employer.
  • the polygraph examination phase was seen as an integral and crucial part of the investigation.
  • the advance notification in writing of the examinees of the intention of the employer to institute polygraph examination as part of the investigation was seen to be fair.
  • the procedure was not viewed as an unfair labour practice nor as an infringement of the fundamental rights of the examinee.
  • the procedure underscored the fact that the examination was considered as voluntary.

Although the Lower Court has been slow to admit polygraph evidence and the High Court has yet to rule on the admissibility of polygraph results and establish what weight should be placed upon it, the CCMA is acknowledging it as a forensic tool.

Are pre-employment examinations legal in South Africa?

The short answer is once again a simple yes they are if conducted in a manner that is procedurally fair and used responsibly and appropriately.

“It is generally accepted that the employer has a right to full and accurate information that is genuinely pertinent to the decision to employ a job applicant.” – Nicolene Erasmus and André Claassen.

There is a distinct difference between the information that can be requested from the examinee, and information of the examinee that can be used in making official decisions with regards to employing the applicant. Section 6 of the Employment Equity Act prohibits discrimination against applicants on a number of different distinct grounds, including amongst other race, gender, pregnancy, age, disability only to name a few.

“The Act further states that it is not unfair to distinguish, exclude or prefer any person on the basis of an inherent requirement of a job, meaning that we may ask applicants to disclose information in order to determine their suitability for a specific position. It is also evident that it is not prohibited to ask applicants about their past criminal records since the Act does not mention criminal records as a form of discrimination.” – Nicolene Erasmus and André Claassen.

As quoted above, in many of these cases there are exceptions, with the general rule being that if the information is necessary for the position it can be requested from the examinee. It is the responsibility of the company to determine what information is genuinely pertinent to the potential position of the applicant.

Pre-employment examinations thus provide in depth information regarding a potential employee that can and should be used by the employer as part of the decision making process. It is again however important to note the role of the polygraph examiner in giving information to the client, facilitating the use of proper questions and question techniques and generally assisting the client in the correct implementation of the examinations.

As with polygraph examinations being used as evidence the weight of the examination is determined by the qualifications of the examiner and whether or not the examiner used the correct protocols and procedures.

So what can you do to ensure your company implements polygraph examinations fairly and legally?

The Polygraphist

As mentioned earlier a great deal of importance is placed on the credibiliy, qualifications and experience of the examiner. So take care to select only a polygraph examiner that:

  1. The polygraphist must have been trained at a polygraph training facility accredited by the Southern African Polygraph Federation (SAPFED). This implies adherence to a strict code of conduct and ethics.
  2. The polygraphist must be a member in good standing at the Southern African Polygraph Federation (SAPFED).
  3. The polygraphist must be experienced enough to be able to analyse the chart tracings or polygrams and such experience must have been gathered while working under supervision.
  4. The polygraphist must be independent, impartial and objective.
  5. The polygraph technique and test procedure must be explained to the examinee.
  6. Polygrams or chart tracings must be assessed manually and computerised evaluation may be used only for the purpose of quality control or to obtain other opinions.
  7. The polygraphist must be able and willing to testify as an expert witness.

The Polygraph Technique

  1. An internationally accepted, valid questioning technique must be used.
  2. All questions must be thoroughly reviewed with the examinee before the collection of charts takes place.
  3. A minimum of two polygraph charts should be recorded during the chart collection phase of the examination. Three charts are however the standard.
  4. The environment in which the examination is administered should be conducive to proper polygraph testing, i.e. a quiet environment without serious visual or audio interference.

Areas that would not be inquired into during a polygraph examination

No examiner of the Polygraph Institute of South Africa will ask questions about any of the following areas during an examination:

  • religious beliefs or affiliations
  • beliefs or opinions regarding racial matters
  • political beliefs or affiliations
  • beliefs, affiliations or lawful activities regarding unions or labour organisations
  • sexual preferences or activities


So with this knowledge in mind it is important for the company to select carefully when deciding on a polygraph examiner, and selecting an examiner because they are the cheapest might end up beign an extremely expensive mistake.

Always make sure that the examiner has all the correct qualifications and that they are members of the Southern African Polygraph Federation. Any good examiner will be willing to provide that information.

A word of caution though, don’t take the examiner’s word for it, feel free to visit the Southern African Polygraph Federation (SAPFED) site to request information regarding a particular examiner. It has been brought to our attention that there are examiners promoting themselves as members that are not affiliated with the orginzations or have have been removed due to unethical activities. For more information regarding the Southern African Polygraph Federation (SAPFED) please follow this link:




The fact is that if you use examiners that have the correct qualifications and affiliations your company will be in good hands. Which is why we recommend only using the best, and which is why we insist on being the best.

For more information of to make an appointment please feel free to contact as at: Contact

Pre-Employments: Not Simply A Luxury

Health insurance companies advocates for healthy lifestyles and happily provides advice, special offers, promotions and incentives to help and support their clients to live healthy lifestyles. Not to mention the call for lock and key when insuring our everyday items.  This is because they know that prevention is a lot more cost effective than cure. We believe they do make a great point . . .PE 1

It is almost impossible to put an accurate figure on how much a company will save by implementing prudent and responsible security measures, in the same way that we can’t predict the overall savings of proper insurance on our belongings and health. What we do know is that the effects of criminal and unethical behaviour on a business can be devastating to your bottom line, your reputation and the morale of your employees. In some cases it can even be fatal.

When it comes to security at a business we are soon to forget the core on which any business is built: humans. So while we are quick to add another layer of electrified fencing to our gate, we are often careless to even consider who it is that we give the gate key to.  Now consider that you can have a camera in every corner of your office, but it is a human that is responsible for operating them.

With the high demand for employment in South Africa it is unfortunate that it is not unusual for potential employees to deceive potential employers, either to gain an illegitimate advantage over their competition, or even for far more sinister reasons. Syndicates and criminal groups use employees to gain access to your place of business potentially putting yourself, your company, your employees and your clients at risk.

“History has taught us: never underestimate the amount of money, time, and effort someone will expend to thwart a security system. It’s always better to assume the worst. Assume your adversaries are better than they are. Assume science and technology will soon be able to do things they cannot yet. Give yourself a margin for error. Give yourself more security than you need today. When the unexpected happens, you’ll be glad you did.” — Bruce Schneier

Every security system in the world has its limitations; however the pre-employment examination offers the company that you care for a new layer of preemptive protection and a peace of mind that can only be provided by clarity.

Any decision made without proper knowledge is at best a guess, at worst a potential disaster the consequences of which could reverberate through the company for many years. The fact is that by utilising the pre-employment examination any company can potentially save themselves the time, money and resources spent on arbitration and investigations in the future, not to mention the potential damage that can be caused by criminal acts in itself and the further damage to the company’s reputation and morale.

Any company is responsible for the well being of themselves, their employees and their clients, and the pre-employment examination is an essential tool in fulfilling that responsibility. Due to the massive advantage that this examination can provide any company it should no longer be considered a luxury, but rather a necessity for the safety and security of all involved.

For more information regarding the PISA Integrity Assessment pre-employment examinations and programs, please visit our website at

PISA has no affiliation with Polygraph Institution

It has been brought to our attention that there is a company operational under the name of the Polygraph Institution, headed by Mr Nico Jooste. The company has been known to refer to themselves as the Polygraph Institute on occasion as well.

We would like to make it clear to our valued customers that The Polygraph Institute of South Africa (PISA) and the PISA Integrity Assessment Centre is not in any way affiliated or part of this Polygraph Institution nor is the Polygraph Institute of South Africa (PISA) or the PISA Integrity Assessment Centre affiliated with Mr Nico Jooste or Mr JP du Preez.

The Polygraph Institute of South Africa has been in business for over 20 years and take pride in our work and professionalism, so remember to always be wary of imitations.

PISA Integrity Assesment Centre
Tel : (011) 805 0449 (X 206)
Fax : (011) 805 0627

PISA Placements

In this day and age where the incidence of theft, fraud and corruption is prevalent in just about every business, appointing people with honesty and integrity is paramount. Normally, if you require any integrity assessments, you would have to pay extra for the service. PISA Placements will recruit the right person for the position, and do a complete integrity assessment without any extra cost to you! In fact, you will pay less as our placement fee is significantly lower than current market related fees.

Our service is discreet, prompt and designed to provide you as employer with maximum peace of mind, especially regarding the integrity of the prospective employee.