Frequently Asked Questions Investigations

No, the answers to your golden questions and challenge questions are not case sensitive. You must type them in exactly as they were entered the first time. If there were any spaces or punctuation in the response, it must be exact.  If you continue to have issues with your Golden or Challenge questions, please contact your sponsoring agency.

An individual's failure to register with the Selective Service is considered an issue of eligibility for appointment, and agencies should follow the guidance provided in 5 CFR 300.701-707 when considering such individuals for appointment. Questions may be directed to the Human Capital Leadership and Merit System Accountability Division at (202) 606-2131, or you may write to: U.S. Office of Personnel Management Human Capital Leadership and Merit System Accountability Division 1900 E Street NW, Room 7470 Washington, DC 20415

Security clearances remain active when there is a demonstrated need for access to classified information.  If you left employment or changed positions, your clearance may no longer be active.  To determine the current status of your security clearance, please contact the agency’s personnel security office that granted your clearance.  If you are a contract employee, your company’s facility security officer may also be able to assist you.

Under the provisions of 5 CFR parts 731 and 732, agencies are required to report their final adjudicative actions to OPM. Per 5 CFR 731.203(g), all actions based on an OPM investigation must be reported to OPM as soon as possible and in no event later than 90 days after receipt of the final report of investigation. The INV FORM 79A is included with closed OPM Reports of Investigation for this purpose. Agencies should follow the instructions provided on the form and return it to OPM within 90 days after receipt of the final report of investigation. In some cases, agencies will also be asked to contact OPM to coordinate adjudication. Occasionally, the agency may be contacted by SAB if OPM decides to assume jurisdiction and adjudicate the case.

Yes. Many types of background investigations involve a personal interview. Moreover, you may submit information on extra pages with your questionnaire if you feel you need to more fully explain details or circumstances of the answers you put on the form.

Individuals can verify the status of an OPM investigator by contacting FIS Security and Safety Team at 888/795-5673 or fissst@opm.gov.  

It is a requirement of a background investigation, and actual employment, that your current employer be contacted. We must verify your employment data and make other inquiries concerning your background. If you are a Federal employee or contractor, for example, it may be that your current employer needs you to have a security clearance for the work you do. In other instances, you are asked to complete the investigative form for an investigation and clearance only after a conditional offer of employment has been made for a position requiring a security clearance.

Suitability determinations are made on a case by case basis in accordance with part 731 of title 5, Code of Federal Regulations, for covered positions that are subject to investigation.  Covered positions are those in the competitive Federal service, those in the excepted service that noncompetitively convert to the competitive service, or career appointments to positions in the Senior Executive Service.  This regulation does not apply to military personnel, positions in the excepted service other than those subject to suitability, or contractors.    A felony conviction does not automatically make one unsuitable for Federal employment.  When making a suitability determination, an agency will evaluate the individual’s character traits and decide whether their employment or continued employment would or would not protect the integrity or promote the efficiency of the service.  The factors that may form the basis for finding a person unsuitable can be found under 5 CFR 731.202(b) and include criminal or dishonest conduct.  To the extent deemed pertinent to an individual’s case, the agency making the determination must give consideration to the additional considerations found under 5 CFR 731.202(c) which include things like the nature of the position for which the person is applying, the circumstances surrounding the conduct, the recency of the conduct, and the absence or presence of rehabilitation.