What Entails A Naci Background Check

Objective

During financial yr (FY) 2017 and 2018, the Postal Service hired 165,543 employees nationwide. Applicants must complete the initial pre-screening process, which is the starting time pace in determining suitability for an initial job offering. The pre-screening process includes conducting the interview, drug screening, and local criminal background check.

Upon acceptance of the job offering and to further assess suitability, the U.South. Postal Inspection Service conducts a more in-depth background investigation called the National Agency Bank check with Inquiries (NACI).

NACI investigations are conducted for all newly hired employees as part of the postal service-hiring procedure. Based on the NACI results, the Postal 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 advisable due diligence (reviews, approving certifications, justifications, etc.) is practical.

Our objective was to assess the U.S. Postal Service'south employee background screening process to determine whether individuals selected for employment are suitable to maintain the safety and security of the mail and uphold public trust in the Post. Our focus was employees with either a criminal hit on the pre-screening assessment, or unfavorable NACI results.

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

Ii hundred of 5,269 employees who were hired with a criminal striking on their pre-screening groundwork check; and

Two hundred and one of 6,273 employees who were hired and received an unfavorable NACI decision.

What the OIG Establish

The Mail did not e'er adhere to background screening requirements in determining applicant suitability for employees with either a criminal striking on the pre-screening cess, or unfavorable NACI results.

Of the employees we sampled who were hired with a criminal hitting on their pre-screening groundwork cheque:

Xx-1 percentage (42 of 200), or i,106 projected over the universe, had no evidence of the required hiring approval certification.

4 percent (seven of 200), or 211 projected over the universe, had no evidence of the required NACI investigation being conducted. Two individuals are currently employed with the Postal Service, and five have separated from the agency.

We also identified:

30-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), equally required.

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

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

Ineffective controls impact the balls that objectives are existence met, the reliability of data in the determination-making process, and compliance with policy. The command gaps identified in the hiring process increase the risk that employees are not beingness adequately vetted for suitability and prevent timely identification of noncompliance with requirements.

What the OIG Recommended

Nosotros recommended management incorporate a review process to ensure compliance with prescribed requirements; incorporate procedures to enhance visibility in tracking and monitoring of NACI investigations; and carry NACI investigations for the two active employees without bear witness of the investigation on file.

Nosotros also recommended direction implement a review process to ensure validation that NACI Certificates of Completion are in employees' eOPFs; and institute a formal policy designating the authorisation to make terminal suitability determinations for employees who receive unfavorable NACI results.

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