Does A Red Flag In Your Background Check Disqualifies You For The Usps Job?

Objective

During fiscal year (FY) 2017 and 2018, the Post hired 165,543 employees nationwide. Applicants must complete the initial pre-screening procedure, which is the first step in determining suitability for an initial task offer. The pre-screening process includes conducting the interview, drug screening, and local criminal background bank check.

Upon credence of the chore offer and to further assess suitability, the U.S. Postal Inspection Service conducts a more in-depth background investigation called the National Agency Check with Inquiries (NACI).

NACI investigations are conducted for all newly hired employees as part of the post-hiring process. Based on the NACI results, the Mail service makes a final suitability conclusion and the employee is either retained or separated. During the hiring process, controls are implemented to help ensure that appropriate due diligence (reviews, approval certifications, justifications, etc.) is applied.

Our objective was to assess the U.S. Postal service's employee background screening process to make up one's mind whether individuals selected for employment are suitable to maintain the safety and security of the post and uphold public trust in the Mail service. Our focus was employees with either a criminal hitting on the pre-screening cess, or unfavorable NACI results.

We conducted a two-function statistical sample to review a total of 401 employees hired nationwide during FYs 2017 and 2018. The sample was comprised of:

2 hundred of 5,269 employees who were hired with a criminal hit on their pre-screening background bank check; and

Two hundred and one of six,273 employees who were hired and received an unfavorable NACI decision.

What the OIG Found

The Postal service did non always adhere to background screening requirements in determining applicant suitability for employees with either a criminal hitting on the pre-screening assessment, or unfavorable NACI results.

Of the employees we sampled who were hired with a criminal hit on their pre-screening background check:

Twenty-one pct (42 of 200), or one,106 projected over the universe, had no testify of the required hiring blessing certification.

Iv per centum (seven of 200), or 211 projected over the universe, had no bear witness of the required NACI investigation being conducted. 2 individuals are currently employed with the Postal Service, and v accept separated from the agency.

We also identified:

Thirty-four percent (135 of 401) of the employees, or 3,902 projected over the universe, did not have a NACI Document of Completion maintained in their electronic Official Personnel Folders (eOPF), as required.

There are inconsistent practices amidst the districts related to making final suitability determinations and maintaining adequate justification documentation.

These conditions occurred because the electric current hiring process lacks controls to validate compliance with approving certification, NACI investigations, and eOPF requirements. Additionally, for employees who receive unfavorable NACI results, there are inconsistent practices amongst the districts related to making final suitability conclusion and maintaining justification documentation because in that location is no formal policy or procedure promoting consistent behaviors or desired deportment of management.

Ineffective controls impact the assurance that objectives are being met, the reliability of data in the decision-making process, and compliance with policy. The control gaps identified in the hiring process increase the risk that employees are non being adequately vetted for suitability and prevent timely identification of noncompliance with requirements.

What the OIG Recommended

We recommended management contain a review process to ensure compliance with prescribed requirements; contain procedures to enhance visibility in tracking and monitoring of NACI investigations; and behave NACI investigations for the two agile employees without evidence of the investigation on file.

We also recommended management implement a review procedure to ensure validation that NACI Certificates of Completion are in employees' eOPFs; and establish a formal policy designating the authorisation to brand final suitability determinations for employees who receive unfavorable NACI results.

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