Every person hired for a job with CBP must submit to the federal employment background check process to make sure you are reliable, trustworthy, of good conduct and character, and have complete and unswerving loyalty to the United States.
You must receive a favorable suitability determination resulting from a completed background investigation. If you fail to obtain a favorably adjudicated background investigation, then you fail to meet a condition of employment or continued employment in the federal service and your employment is terminated. Final determination of your suitability will be determined by CBP's Office of Professional Responsibility (OPR).
What Is Included in Background Investigation
The background investigation will include credit and criminal history checks, records checks to verify citizenship of members, verification of date of birth, education, employment history, and military history. Interviews of individuals who know the candidate and of any current or former spouse (divorced within the past ten years) will be conducted. Residences will be confirmed, neighbors interviewed, and public records queried for information about bankruptcies, divorces, and criminal or civil litigation. Additional interviews will be conducted, as needed, to resolve any inconsistencies or issues which have developed during the course of the investigation.
Watch a video from OPR on the importance of being truthful and fully forthcoming during the hiring process, including when completing the background investigation and polygraph requirements.
Provisional Clearance
If you wish to enter on duty in a provisional clearance status, prior to receiving a full clearance from the Office of Professional Responsibility, please elect yes and complete the Provisional Clear Statement of Understanding. If you prefer to wait and enter on duty after you have a full clearance, elect no.
A background investigation is conducted to ensure that the candidate is suitable for employment, i.e. reliable, trustworthy, of good conduct and character, and loyal to the United States.
Adjudication is the evaluation of data contained in a background investigation, and/or any other available relevant reports, to determine whether an individual is suitable for federal employment or eligible for access to classified information.
Pre-employment investigative screening (such as the collection and review of fingerprints and the Questionnaire for National Security Positions, the polygraph exam, and the background investigation) can take up to 12 months, or longer. Although most issues are resolved, you cannot be authorized to enter-on-duty until all potentially disqualifying issues are resolved. If you do not provide accurate information or answer all of the questions on the background investigation forms, the process may be delayed. Some individuals have more complex backgrounds than others and, consequently, more time is required to conduct a complete investigation. Other factors that may delay the process are a candidate’s having resided in multiple geographic areas and having numerous past employers.
Suitability refers to an individual’s identifiable character traits and conduct that is sufficient to decide whether the individual’s employment or continued employment would or would not protect the integrity or promote the efficiency of the service. Suitability is distinguishable from a person’s ability to fulfill the qualification requirements of a job, as measured by experience, education, knowledge, and skills.
A security clearance is a determination that allows an employee access to classified information or systems when the employee has a “need to know.” A security clearance may be granted based on an administrative determination that an individual is eligible for access to classified information or systems based on the favorable security adjudication of a background investigation. Although all employees must meet the suitability requirements for employment, not all employees require a security clearance.
Suitability is always a consideration for Federal employment. All individuals employed by the Federal Government shall be reliable, trustworthy, of good conduct and character, and have complete and unswerving loyalty to the United States. This means that each employee appointed to a position in any department or agency of the government is subject to an investigation.
The background investigation will include credit and criminal history checks, records checks to verify citizenship of family members, verification of date of birth, education, employment history, and military history. Interviews of individuals who know the candidate and of any current or former spouse (divorced within the past ten years) will be conducted. Residences will be confirmed, neighbors interviewed, and public records queried for information about bankruptcies, divorces, and criminal or civil litigation. Additional interviews will be conducted, as needed, to resolve any inconsistencies or issues which have developed during the course of the investigation.
Yes. A personal interview with an investigator is part of the investigative process. You will be contacted in advance by telephone to arrange a time and location for the interview. Declining an interview may result in the cancellation of the investigation and the withdrawal of the tentative offer of employment.
The agency may remove an employee or disqualify applicants who materially and deliberately falsify or conceal information (such as the omission of arrests, drug use, employment, medical history, assets, and liabilities, etc.) on the background investigation documentation or who make false statements during the personal interview with the investigator. In addition, the U. S. Criminal Code (18 U.S.C. § 1001) provides that knowingly falsifying or concealing a material fact is a felony which may result in fines up to $10,000and/or 5 years imprisonment.
Some issues that may result in an unfavorable suitability determination include: financial irresponsibility; poor credit history; drug/alcohol abuse; arrest history; misconduct in prior employment; association with individuals involved in illegal activities such as drug use and drug trafficking; and demonstrated lack of honesty/integrity in providing complete and comprehensive information about current/past behavior which may be unfavorable.
On the Prior Drug-Use Guidelines page
I bring to you a wealth of knowledge and expertise in the realm of federal employment background checks, particularly within the context of the U.S. Customs and Border Protection (CBP). With a depth of understanding and firsthand experience in the intricacies of the hiring process, I aim to shed light on the various concepts embedded in the provided article.
The cornerstone of CBP's employment protocol is the comprehensive background investigation process, a meticulous examination aimed at ensuring the suitability of candidates for federal employment. This process is not a mere formality but a crucial step to ascertain the reliability, trustworthiness, good conduct, and unwavering loyalty of individuals to the United States.
Let's delve into the key concepts outlined in the article:
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Background Investigation:
- In-depth scrutiny covering credit and criminal history checks, citizenship verification, date of birth confirmation, education and employment history verification, and military history checks.
- Interviews with individuals who know the candidate, as well as current or former spouses, neighbors, and additional checks through public records.
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Adjudication:
- The evaluation of data from the background investigation to determine the individual's suitability for federal employment or eligibility for access to classified information.
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Pre-employment Investigative Screening:
- A comprehensive process, including fingerprint collection, completion of the Questionnaire for National Security Positions, polygraph examination, and the background investigation.
- The duration of this screening can extend up to 12 months or more, depending on the complexity of the candidate's background.
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Suitability:
- Refers to an individual's character traits and conduct, determining whether their employment protects the integrity and promotes the efficiency of the service.
- Differentiated from a person's ability to fulfill job qualification requirements.
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Security Clearance:
- A determination allowing access to classified information or systems based on a favorable security adjudication resulting from the background investigation.
- Not all federal employees require a security clearance, but all must meet suitability requirements.
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Personal Interview:
- An integral part of the investigative process, the personal interview is conducted with an investigator.
- Declining the interview may lead to the cancellation of the investigation and withdrawal of the offer of employment.
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Consequences of Falsification:
- Deliberate falsification or concealment of information on background investigation documentation or false statements during the personal interview can lead to severe consequences.
- The U.S. Criminal Code imposes penalties, including fines and imprisonment, for knowingly falsifying or concealing material facts.
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Issues Leading to Unfavorable Determination:
- Various issues such as financial irresponsibility, poor credit history, drug/alcohol abuse, arrest history, misconduct in prior employment, and association with individuals involved in illegal activities can result in an unfavorable suitability determination.
In essence, the CBP's employment background check process is a multifaceted and thorough assessment designed to ensure that individuals employed by the federal government embody the values of reliability, trustworthiness, good conduct, and unswerving loyalty to the United States.
