Whether the conduct of the individual may reasonably be expected to interfere with, or prevent, efficient service in the position applied for or employed in;

Whether the conduct of the individual may reasonably be expected to interfere with, or prevent, effective accomplishment by the employing agency of its duties or responsibilities; and

Whether a statutory or regulatory bar prevents the lawful employment of the individual in the position in question.

"Fingerprints will be required as part of the pre-employment process," and

"Meeting this is a condition of employment."

Date of Birth. For most jobs age is not a factor. An applicant’s date of birth can be obtained when hired. Age is a factor for law enforcement and other positions with maximum entry ages and for those few jobs where there is a minimum age requirement.

Citizenship. 5 CFR 338 prohibits noncitizens from both competing in a civil service examination and from being appointed to a position in the competitive service. Employment applications from noncitizens should not be accepted.

Veterans Preference. Personnel offices have the discretion to determine at what stage in the hiring process they will require proof of veteran’s preference. Proof is absolutely necessary if the preference is used as a basis for acceptance of an application after closing date, or when positions are restricted to preference eligibles, or prior to final selection if the veteran was selected over other candidates based on their preference. Refer to TREAS-1 agreement, lE2j, found in IRM 6.331.1, Exhibit 6.331.1-1.

Your failure to complete the pre-appointment information on this form may mean that the required information cannot be obtained to determine your suitability and/or to conduct an investigation; and

Without this information, a determination as to your suitability for Federal employment cannot be made and may result in you not being considered for employment.

Select Service Registration. Offices are required to adjudicate at the time of appointment that any male applicant born after December 31, 1959 is registered with Selective Service. Selective Service is considered a qualifications issue, and offices should follow the guidance provided in 5 CFR 300.701-707. The OF 306, "Declaration for Federal Employment" , (revised January 2001) has added questions concerning Selective Service Registration designed to aid in determining if non-registration was knowing and willful prior to making a final employment decision.

Selection Documentation for Competitive Automated Recruitment System (or other automated systems) certificates: Enter the "EOD" (Entered on Duty) code for all selected candidates regardless of whether or not pre-employment requirements have been met. Also, enter an explanation in the comments field for the pending EOD such as "applicant selected on xx/xx/xx, EOD pending favorable fingerprint results" or a similar statement reflecting the individual circumstances.

Selection Documentation for manual certificates: Annotate "A" (Selected) on the certificate with the statement "applicant selected on xx/xx/xx, EOD pending favorable fingerprint results" or similar comments reflecting the individual circumstances.

Lower-Standing Candidates: Lower-standing candidates who have met pre-employment requirements (even if the higher-standing candidate would otherwise block selection) may still be selected. However, you must leave a position open to place the higher-standing selectee once pre-employment requirements have been met.

Questionable Suitability: An objection must be filed with OPM if the suitability is questionable. Please refer to the "DEOH Section 8 — Certification Procedures, subsection 12 — Acting on the Certificate, paragraph D — Objections to Eligibles, and subparagraph a — Suitability Disqualifications" (DEOH 8.12Da) and access OPM’s lnvestigations Service web site at www.opm.gov/extra/investigate for guidance.

Objection Results: If the IRS objection is sustained by OPM, change the action code for the applicant from "EOD" or "A" to "RS" (Removed from Certificate-Suitability) and reference the OPM document and date that sustains the objection. Release vacancy held for the selectee.

Favorable results (no derogatory information): Annotate the certificate to show the actual date the selectee entered on duty, with an explanation for adjustments to that date. For example, comments should document selection date, EOD, and reason(s) for delay. This is particularly important for the audit trail, which needs to show that selections are made in proper order (higher-standing applicants are selected ahead of lower-standing applicants who would otherwise not have been within reach for selection).

High Risk — Positions included are those that have the potential for exceptionally serious impact involving duties especially critical to the agency or a program mission with broad scope of policy or program authority, such as: policy development and implementation; higher level management assignments; or independent spokesperson or non-management positions with authority for independent action.

Moderate Risk — Positions included are those which have the potential for moderate to serious impact on delivery of customer services to the public, such as: assistants to policy development and implementation; mid-level management assignments; non-management positions with authority for independent or semi-independent action; or delivery of service positions that demand public confidence or trust.

Low Risk — Positions included are those that have the potential for limited impact on the agency’s mission and program responsibilities.

Basic suitability for Federal employment;

Suitability for employment in a specific position in terms of the position’s sensitivity; and

Suitability for employment in a specific position in terms of the performance requirements of the position.

States reason, specifically and in detail;

Gives right to respond in writing and set time limit to do so;

If an employee, gives right to respond orally;

Gives rights to request "materials relied upon" ; and

If employed, IRS is also notified of the proposed action and given an opportunity to respond.

The applicant may submit a written response, including affidavits up to 30 days from date of notice;

The applicant may be represented by a representative of choice if designated in writing;

If employed, and an oral response is requested, OPM determines time and place; and

IRS will have 30 days from the date of proposed action to respond.

OPM explains decision, including any debarment action;

The individual is given their appeal rights to MSPB;

Any removals are effective 30 days following the date of the decision. (Pay status during the appeal process is up to the agency); and

In certain situations, either party may file a Petition For Review (PFR) of the initial decision to the full Board, and subsequently to the Federal Courts.

For conduct before appointment (such as intentional falsification of application forms or other pre-appointment documents), the probationer is entitled to notice in advance, a specific and detailed statement of the reasons, the right to reply, consideration of his/her reply, a decision, and information on his/her right to ask for the MSPB to review the procedure by which he/she was separated. This requires the agency to give the probationer substantially the same consideration that would have been received as an applicant, if the derogatory information had become known before appointed.

For unsatisfactory conduct after appointment, the probationer is notified in writing of the reason for termination and the effective date of termination. The notice, at a minimum, consists of the agency’s conclusions on the inadequacies of performance or conduct, but does not require complete and specific reasons. The employee is not given a right of reply. The appeal rights to MSPB are limited to discrimination allegations because of partisan political reasons, or race, color, religion, sex, national origin, physical handicap or age.