◆ SpookStack

UNCLASSIFIED International Operations Division (OD). Administrative action name checks for Senior Executive Service (SES) and Senior Level (SL) positions also require additional queries sent to the Department of Justice’s (DOJ) OPR and Criminal Division. 5.1.1. An administrative action narne check must be conducted each time an employee is being considered for a personnel action that conveys a benefit. 5.1.2. Processing must not occur on such personnel actions unt the employees pass their administrative name checks. 5.1.3. An administrative action name check is not required for a noncompetitive promotion (i.e., career ladder). 5.1.4. An administrative action name check must be conducted on an employee’s records for at least the three years immediately preceding the query for a proposed personne! action that conveys penet ts, and up to the employee’s entire career, pursuant to the HED Gauge or as determined by the assistant director {AD}, HRD. This includes, but is not iimited to, competitive promotions, direct placements, potential transfers (including no-cost transfers}, sabbatical and University Education Program (UEP) nominations, Reserve Service Program requests, award and incentive nominations, qualified separated LEO ID card requests, Student Loan Repayment Program (SLRP} requests, committee and board members selections, such as for the SES career board and the diversity advisory committees (DAC), and employees applying for Employee Assistance Program (EAP) roles, either full-time or collateral, and other preferential benefits, such as early retirement. 5.1.5. For General Schedule (GS}-14, GS-15, SES, and SL personnel actions, and for ail foreign assignments, an administrative action name check must be conducted on an employee's records spanning his or her entire career. 5.1.6. An administrative action name check must be conducted on an employee’s records spanning his or her entire career for any employee applying fo a special agent {SA} position, receiving a supervisory promotion, an honorary award, an external award, as well as other personnel actions, as determined d by the AD, HRD. these penalties are separate and distinct from any preclusion period that may be imposed by HED. See the HRD Name Check Preciusion Guide for further information. 5.2.1. The preclusion periad imposed by HRD allows a candidate an appropriate time frame to demonstrate improved judgment and the performance expected of all FBI employees, before receiving a benefit or a promotion. This preclusion period aiso helps mitigate any negative perception and morale implications associated with rewarding a candidate who has pending or substantiated misconduct, equal employment opportunity (EEQ}, security, or other performance issues, As such, a preclusion period may be applied to avoid perceptions of rewarding bad behavior, which can negatively affect the FBI's reputation and workforce morale. 5.3. Any queried FBI employee who is found to be the subject of any administrative investigation, case, complaint, management deficiency, or IOD curtailment that is open, “no notice,” pending, or closed (if found to be substantiated) must be referred to the AD, HRD (or designee) for further review. 5.4. The AD, HRD (or designee) must determine whether the FBI employee is precluded or not precluded from further consideration for the personnel action. The AD, HRD (or designee) can use discretion when making preclusion decisions for all name check findings, 2 UNCLASSIFIED