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Lee Hill asked:




Applications of The Basic Background Check Policy, Freely Available For Use Under The Creative Commons License Agreement.

* This basic background check policy applies to all Staff and Hourly employees of American Acme Corporation.

* Purpose

o It is important that American Acme Corporation’s business missions are supported by qualified employees, with a safe and secure environment for all American Acme Corporation constituents, including contractors, visitors and employees. It is also important that American Acme Corporation take meaningful actions to protect its funds, property and other assets.

o This basic background check policy is intended to support the verification of credentials, criminal history, credit status and other information related to employment decisions that assist the American Acme Corporation in meeting its commitments.

* Statement of General Basic Background Check Policy

o It is the basic background check policy of American Acme Corporation that all new Staff and specified new Hourly employees have certain credentials and criminal and other background information verified as a condition of employment.

o It is the basic background check policy of American Acme Corporation that specified current Staff employees with fiscal management responsibility have their criminal and other background information verified as a condition of continued employment.

* Definitions

o “Credit history background check” means checking the credit history of the selected applicant or employee.

o “Criminal history background check” means verifying that the selected applicant or employee does not have any undisclosed criminal history in every jurisdiction where the applicant or employee currently or has resided.

o “Educational verification” means ensuring that the selected applicant or employee possesses all educational credentials beyond high school listed on the application, resume or cover letter or otherwise cited by the candidate that qualify the individual for the position sought.

o “Employee” is defined as any person employed by American Acme Corporation, whether full- or part-time.

o “Employment verification” means ensuring that the selected applicant or employee actually worked in the positions listed on the application, resume, or cover letter or otherwise cited by the candidate that qualify the individual for the position sought, as well as all employment during a period of at least seven (7) years immediately preceding application at American Acme Corporation. This verification should include dates of employment and reasons for leaving each position.

o “License verification” means ensuring that the selected applicant or employee possesses all the licenses listed on the application, resume or cover letter or otherwise cited by the candidate that qualify the individual for the position sought and verification of any license required for the position, including verification of the disposition of such licenses. This includes any motor vehicle drivers licenses required for the associated position.

o “Limited criminal history background check” means verifying that the selected applicant or employee does not have any undisclosed criminal history in the jurisdiction where the applicant or employee currently resides, or where the applicant or employee last resided, if the applicant or employee only recently moved to a location near the American Acme Corporation.

o “Limited *** and violent offender registry background check” means verifying that the selected applicant or employee does not have undisclosed convictions of certain *** and violent crimes in the jurisdiction where the applicant or employee currently resides, or where the applicant or employee last resided, if the applicant or employee only recently moved to a location near the American Acme Corporation.

o “Sex and violent offender registry background check” means verifying that the selected applicant or employee does not have undisclosed convictions of certain *** and violent crimes in every jurisdiction where the applicant or employee currently or has resided.

Basic Background Check Policy Provisions

* New Staff Employees

o All new Staff employees shall have the following background checks completed as a condition of employment with American Acme Corporation. For each of the background checks identified in this paragraph, the human resources office at each headquarters will determine whether it or the hiring department will perform the background check.

- Employment verification - to be completed by the hiring department or headquarters human resources office

- Educational verification - to be completed by the hiring department or headquarters human resources office

- License verification - to be completed by the hiring department or headquarters human resources office; except for a required motor vehicle drivers license, which is to be initiated by the hiring department or headquarters human resources office and completed by Risk Management

- Criminal history background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office

- *** and violent offender registry background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office

o Foreign nationals who have been offered employment into appointed Staff positions will be subject to the following provisions:

- The verification of education that the candidate has cited that qualifies the individual for the position.

- The verification of employment that the candidate has cited that qualifies the individual for the position.

- A criminal history background check covering time in the United States if the period of time that the individual has worked in the United States exceeds one year.

- A criminal history background check in the individual’s prior countries of residence only if the individual’s visa and/or authorization to work in the United States was issued before implementation of the Patriot Act on October 24, 2001. The American Acme Corporation will not require that a criminal history background check be conducted in the individual’s prior countries of residence if the visa or authorization to work was issued or renewed under the provisions of the Patriot Act.

o All new Staff employees who will be performing any of the following jobs shall also have the below listed additional background checks completed as a condition of employment with American Acme Corporation: Vice President, Director, Associate or Assistant Vice President, American Acme Corporation Athletics Director, Chairman of the Board of Directors, and other positions as requested by the headquarters human resources office and approved by American Acme Corporation Human Resource Services. Additional background checks shall include:

- Credit history background check - to be completed by American Acme Corporation Human Resource Services

o If the American Acme Corporation has performed any of the above verification or history background checks on an individual within the past year, a new verification or history background check of that specific category will not be required. The results of the previously performed verification and/or history background check will be considered in any pending employment decision.

* New Hourly Employees

o All new Hourly employees who are hired to perform work indicated below and who are at least 21-years old shall have the following background check completed as a condition of employment with American Acme Corporation:

- Criminal history background check — to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office

- *** and violent offender registry background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office

o Foreign nationals who have been offered employment into Hourly positions performing the type of work covered elsewhere in this basic background check policy will be subject to the following provisions:

- A criminal history background check covering time in the United States if the period of time that the individual has worked in the United States exceeds one year.

- A criminal history background check in the individual’s prior countries of residence only if the individual’s visa and/or authorization to work in the United States was issued before implementation of the Patriot Act on October 24, 2001. The American Acme Corporation will not require that a criminal history background check be conducted in the individual’s prior countries of residence if the visa or authorization to work was issued or renewed under the provisions of the Patriot Act.

o Hourly work assignments that require this background check include:

- Work that involves handling financial, contractor or personnel data or records

- Work that involves any confidential or sensitive data or information

- Work that involves handling cash, checks, or credit card transactions

- Work that involves responsibility for or providing services to any one under the age of 18

- Work that involves possessing keys/codes or other means of entry to secured spaces within American Acme Corporation

- Work that provides access to a select agent or toxin as defined by the Centers for Disease Control (CDC) or which will load, unload, prepare for transport, transport, or offer for transportation any quantity of radioactive materials or a quantity of hazardous material which requires placards.

- Any other Hourly positions that a headquarters human resources office determines should be included.

o For the same new Hourly employees in 1) who are less than 21-years old, the following background check shall be completed as a condition of employment with American Acme Corporation:

- Limited Criminal history background check — to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office

- Limited *** and violent offender registry background check - to be initiated by the hiring department or headquarters human resources office, with final completion by the headquarters human resources office

o All new Hourly employees who are hired to perform work that requires a license, regardless of age, shall have the following background check completed as a condition of employment with American Acme Corporation:

- License verification - to be completed by the hiring department; except for a required motor vehicle drivers license, which is to be initiated by the department and completed by Risk Management

o If the American Acme Corporation has performed any of the above verification or history background checks on an individual within the past year, a new verification or history background check of that specific category will not be required. The results of the previously performed verification and/or history background check will be considered in any pending employment decision.

o At the discretion of the hiring department or headquarters human resources office, an Hourly employee may have an educational verification and/or employment verification completed.

* Current Staff Employees

o All current Staff employees who are performing any of the following jobs or functions shall have the below listed background checks completed as a condition of continued employment with American Acme Corporation: Vice President, Director, Associate or Assistant Vice President, American Acme Corporation Athletics Director, and Chairman of the Board of Directors.

- Criminal history background check — to be completed by American Acme Corporation Human Resource Services

- Credit history background check — to be completed by American Acme Corporation Human Resource Services

Responsibilities

* Headquarters Human Resource Office or Hiring Department Responsibilities

o The human resources office at each headquarters will determine which of the components of the background check that it or the hiring department will perform.

o All offers of employment, oral and written, shall include the following statement: “This offer is contingent on American Acme Corporation verification of credentials and other information required by state law and American Acme Corporation policies, including the completion of a criminal history background check.”

o Employment verification: it is strongly recommended that this verification be completed before making an offer of employment to any individual; in all cases requiring such, this verification shall be completed within 30 days of making the offer of employment.

o Educational and License verifications: it is strongly recommended that this verification be completed before making an offer of employment to any individual; in all cases requiring such, these verifications shall be completed within 30 days of making the offer of employment.

o Criminal history background check (standard or limited) and *** and violent offender registry background check (standard or limited): in all cases requiring such, these background checks shall be initiated after acceptance of the conditional offer of employment.

- The individual’s official name, date of birth and social security number will be obtained from the person and provided to a third-party which the American Acme Corporation has contracted with for associated services

o If the criminal history background check indicates that there are no convictions, the third party vendor will inform the initiator of the request who in turn will inform the applicant that the employment offer is confirmed.

o If the criminal history background check indicates that there are convictions, the third party vendor will inform the headquarters human resources office and American Acme Corporation Human Resource Services. The headquarters human resource office will provide a copy of the report to the individual. (All related information will be treated as confidential, and protected as such.)

o If the criminal history background check reveals convictions which the individual disclosed in the application, the headquarters human resource office will review the report with the hiring department and jointly, they will evaluate each conviction, including any additional information that the individual provides, before the offer of employment is confirmed or withdrawn. The existence of a conviction does not automatically disqualify an individual from employment. Relevant considerations may include, but are not limited to, the nature and number of the convictions, their dates, and the relationship that a conviction has to the duties and responsibilities of the position. Any decision to accept or reject an individual with a conviction is solely at the discretion of American Acme Corporation. (All related information will be treated as confidential, and protected as such.)

o If unreported convictions are revealed in the criminal history background check, the offer of employment will be withdrawn and, if employed, the individual will be separated from employment, unless the individual shows that the report is in error. The decision to reject or terminate an individual with an unreported conviction is solely at the discretion of American Acme Corporation. (All related information will be treated as confidential, and protected as such.)

o In the event that the results of the background check influences a decision to withdraw an employment offer or terminate employment, the headquarters human resources office will inform the hiring department and the individual.

o For all employment, education, and license background checks/verifications required, departments shall maintain records indicating the item background checked/verified, the name of the department personnel completing the background check/verification, the date of the background check/verification, and the status of the background check/verification. These records shall be retained in the department’s personnel file for the associated employee.

- All results of criminal and *** and violent offenders convictions or issues are considered confidential and will be maintained in confidential files within the headquarters human resources office.

o The hiring department will be responsible for any fees associated with any of the components of the background check process. (Schools or headquarters may decide to fund the cost of associated fees.)

* American Acme Corporation Human Resource Services Responsibilities

o In the event that a criminal conviction is found, the third party vendor will submit the report to the headquarters human resources office associated with the position and American Acme Corporation Human Resource Services.

o American Acme Corporation Human Resource Services will monitor the hiring decisions made in such cases, consult with the headquarters human resources office in helping to resolve cases, and monitor hiring decisions in such cases for consistency.

o American Acme Corporation Human Resource Services will conduct criminal, credit and liens & judgements history background checks for Staff employees in the following positions: Vice President, Director, Associate or Assistant Vice President, American Acme Corporation Athletics Director, and Chairman of the Board of Directors. (All related information will be treated as confidential, and protected as such.)

o American Acme Corporation Human Resource Services will coordinate the receipt and payment of the third party vendor’s fees.

* Sanctions for Violation

- Violations of American Acme Corporation policies, including providing false or misleading information used for any of the above background checks, will be handled in accordance with applicable American Acme Corporation policies and procedures; which may include disciplinary actions up to and including termination from the American Acme Corporation.

* Appeals

- Decisions regarding the withdrawal of an employment offer as a result of a background check may be appealed to the next higher unit head for review. An employee who is terminated as a result of a background check may appeal such decision in accordance with normal problem-grievance resolution procedures.

* Office Responsible for this Basic Background Check Policy

o American Acme Corporation Human Resource Services

* Effective Date

- The effective dates for full implementation of this basic background check policy are: immediately after the approval of this basic background check policy for Employment, Education and License verifications and January 1, 2020, for Criminal, *** and Violent Offender Registry, and Credit History.

Sam Drake asked:




Criminal background checks, not so many years ago, were limited to law enforcement officers and to the federal government. Today, pretty much anyone can find out if their prospective tenant, business partner or online friend has been convicted of a misdemeanor or felony at any point in their life. And with the population growing in our cities and even in rural areas, it’s very safe and wise to do a search on anyone that you may get involved with. Don’t take for granted that you believe you know someone, when you may not know them at all. If your you, your family or your finances are involved do what you have to do especially if it has to do with locating *** offenders.

Criminal background checks will describe any arrests and most are completely accurate and you will get the results almost immediately. These searches include:

• Criminal records in any state

• Sex offenders in any state (this is discussed in detail below)

• Nanny credit and personal check

• Find people who have a history of violence or stalking

There are many more areas that a search of this kind will cover because all criminal records are kept updated so that the most accurate results are found, especially when it comes to *** offender registries. The information below is very important to know if you are going to do criminal background checks to locate *** offenders. Please be aware that:

• Every state has a *** offender registry

• They all keep accurate records and submit frequently to the National *** Offender Registry

• Forty three states have an internet site which is devoted to keeping people aware of *** offenders

• The other seven states are in the process of developing an online presence

Whether you are dealing with a *** offender or a someone who has committed a crime in another area, the information is there for you to view and be aware of. Use any tool you can to find out the details you need. Criminal background checks will help you keep yourself, you family and children safe.

James Dean asked:




When it comes to the purchase of a firearm, people are now required to undergo a background check as well as a cooling off period prior to being able to take possession of the firearm. The reason for this is because of the Brady handgun law which was passes on a national level back in the mid 1990’s. Basically, if any person who was dishonorably discharged from the military or if they have a felony conviction, they cannot get a handgun. This background check was put in place to prevent those who have a higher tendency to commit a gun related crime from owning or even possessing a weapon.

When the law was first passed, the only option for a gun store owner was to take the person’s information down to the local police station and perform a criminal background check on them. This unfortunately was flawed as the local police station could only provide the criminal background if the crime had been committed in their jurisdiction. What this meant was that if a person had committed a crime in another state and then moved to a new state and attempted to purchase a gun, chances were good that they would get it.

Later on, thanks to the freedom of information act, the international databases for criminal records were made public and anyone who wanted to could access them to obtain a person’s background record. This too was flawed as trying to locate and navigate through this criminal database was hard, and you would also need that person’s entire history of residences to perform the background check.

Then came along the firearm background check companies who take all of this information and compile it onto their own database which allows you to have access to the information regardless as to whether you have their complete address history.

This made the purchase of a gun easier for those who would like to own one. There is still a cooling off period prior to being able to take possession of the firearm, but at least you already know if you will be able to return in a couple days to pick up your new handgun. All of this comes from the firearm background check services who have made it their goal to supply handgun store owners with the necessary tools to perform a comprehensive criminal background check on any handgun purchase with ease.

James Dean asked:




Since the mid 1990’s, all people who wish to purchase a handgun will have to submit to a background check. When this background check is performed, the firearm store owner is looking for two distinct things that will prevent you from being allowed to own a firearm. These two things that the firearm store owner is looking for is whether you are a convicted felon and whether you were discharged dishonorably from military service. The reasons that this check is performed, is that it has been determined that those who have been dishonorably discharged from the military or have a felony conviction are more likely to commit a weapon related crime those who have not. This firearm background check is done as a preventative measure to stop firearm related crimes in the U.S.

The law that controls this requirement for a handgun background check prior to purchasing a handgun is known as the Brady handgun law. No one wants to see a convicted felon with access to a handgun so that they have the opportunity to commit another handgun related crime, while at the same time, those who have been dishonorably discharged from the service have proven that they cannot handle having access to a weapon. In both cases, these people are not allowed to purchase nor own a handgun and to prevent this, the Brady handgun law was created.

While it is still possible for these people to get a handgun through illegal means such as out of the back of a car, but then again, this is also a lot harder than going down to the local handgun store and purchasing a handgun. Furthermore, purchasing a weapon illegally is also a crime and therefore is also punishable if they are caught.

If you are planning on purchasing a handgun, even if it is only for the protection of your home and family, you will be required to pass a background check. In many cases though, the shotgun and rifles are not covered under this law, but many larger establishments will still require it since some states also require it.

Sam Drake asked:




Since 9/11 a background check release form is a part of most employees’ package for their prospective employers. They are also used for many other reasons also, but that is most popular.

Some get annoyed that this is something that most employers feel to do as part of their regular process when screening employees. But be aware that this is usually the last step in the hiring process.

What kind of information is released if I sign that form?

Obviously, all employees want to know if they will be harmed by hiring someone they do not know. And we can all relate and appreciate that.

There are many points of information that can be released when you sign the background check release form and can include:

o Credit check

o Criminal records

o Motor vehicle records including any DUIs

o Military service record

o Civil lawsuits if any

o Education records

o Current employment and previous employment records

o Reference checks

When asked to sign a form such as this, you are giving the employer the right and privilege to allow others to disclose some or all of the above information. Considering that statistics have shown that over 50% of all employment applicants lie in some way, shape or form on their applications, it has now become a regular part of the screening process even for small businesses.

What can I do to understand what will be shown when I sign the background check release form?

Find a background check company and do your own search to find out exactly what they will see. The only company that we recommend is InfoRegistry which is endorsed by some of the most major corporations and phone companies in the nation. Do the check. Don’t be surprised. It is very inexpensive and worth every penny!

Caitlina Fuller asked:




More and more people are finding that it makes more sense for them to print their own checks. For a long time people bought their pre-printed checks because they didn’t have home printers that could do the job. Today checks are not as common as they once were, and now you can buy check paper to print your checks to use them as you need them. If you would rather do away with the boxes of pre-printed checks but still retain the ability to write a check when you need it, this is a great option.

Finding the paper to print your checks on is not difficult. In fact, you can go to just about any office store and find the paper that you need to fill your printer and then print your checks. This is a fast and effective way to ensure that you always have as many checks on hand. The paper comes in a variety of different quantities ranging from just 25 or so to more than 500 depending on where you want to buy.

When you buy the check stock you will also find that you can buy different sizes, colors, and textures. Just like you can order different styles of checks you can also buy the stock to fit your personal needs as well as your personal preference. For instance, you may be able to buy different colors and patterns that will be on the paper when you buy it so your check has a bit of your personal touch on it.

You can choose to buy check paper that is standard size, such as the checks that you would have normally found in your check book. You can also buy the business size stock that will be a bit bigger. In some cases you can even buy the paper that will have a receipt area so that you can write who the check was to and the amount so you can keep track of the check since you will not have duplicates. This can come in really handy, especially if you only write a check from time to time and you’re more likely to forget who you have written checks out to in the past.

Overall buying check paper to print your own checks on is really simple and convenient. You can print out only as many checks as you need so you don’t have to keep track of an old box of checks. All you need is a computer and a printer to make the transition from your pre-printed checks to ones that you print on your own. The technology has come a long way so that the checks you print yourself really are very easy to print and use like you would any other check.

Tim H asked:




If you’ve recently been arrested and/or convicted of a DUI or drunk driving offense there are many things to consider before actually disclosing your DUI on a job application. First, if you are eligible to clear the DUI record (immediately or in the near future) it might make more sense to explore those avenues before you apply for a job that you really want.

9 times out of 10 most every employer will do a pre-employment background check on you and will uncover the DUI offense which most likely will cause them not to hire you. Most pre-employment background checks are conducted by 3rd party HR companies that are contracted by your potential employer specifically to do background checks. A lot of the big companies use the same outsourced HR company to do their checks so if you get flagged within their system that could in effect ruin your chances of ever getting hired from any company who uses them to perform pre-employment background checks.

So it’s definitely something you want to think about and clear up BEFORE you apply and agree to a background check.

But if you take the steps to clear or expunge the DUI record prior to applying for the job there is a good chance that they will never find out about it. So, by spending a little bit of time and educating yourself on what you need to do to take care of your record could pay off big time.
Not every state allows the clearing or expunging of DUI records but even in those states that won’t clear your record there are remedies to minimize the damage by keeping it from showing up on background checks. You can get more information at www.duiprocess.com

Joe Horn asked:




Do you need to obtain a free criminal background check? If you do, I’m sure that you are just about at wits end as every different way you try to do it turns into another door slamming in your face.

Why is it so difficult?

Well, for starters it doesn’t make it easy that there is for the most part no centralized place to go in order to obtain free police records and other information pertaining to someones criminal history. You really only have three options to successfully obtain a copy of someones criminal history.

Use free methods such as Google or another search engine

One way that some people have success is to simply search for the persons name that you are investigating in a search engine like Google or MSN. Many times you very well could stumble across the information that you are looking for. The real downside to this is, if the person you are trying to get a criminal report on has even a somewhat common name you could be sifting through search engine results for months in order to get a comprehensive report done. There is also a very good chance that all of the records might not even be indexed.

Go to the courthouse to get free police records

In every courthouse in the country, there is a clerk that handles requests for public records. Knowing this, and also knowing that most arrests and convictions are a matter of public record some people have had success asking officials for information. Understand though, that it is not as easy as walking in the door, giving the lady a name and leaving with a comprehensive background report. What you need to do is, fill out an application for information with the jurisdiction that you know that the person has lived in. If you are approved you are given access to boxes of records that you have to go through in an attempt to find the person you are investigating. It helps if you have some accurate information such as an exact arrest date or other information pertaining to the arrest.

Use an online database to get a criminal history report

There are a couple of online databases that will allow you to request a copy of someones arrest record. If the person you are investigating is maintained in their records database you will then have the opportunity to get a copy of the full and comprehensive report. Included in the criminal check is felony and lesser charge arrests and convictions, past and present criminal charges, *** offender search, and other information pertaining to your targets criminal past.

While a free criminal background check is certainly possible with a little bit of time and patience on your part. You may want to consider letting an online database do the work for you, especially if getting the information is either urgent or time sensitive.

Gerald Riordan asked:




Earned Value analysis helps evaluate and control project risk by measuring project progress in monetary terms.

If you can’t measure it, you can’t control it.

Earned Value Management Systems are used to measure the real progress of projects and takes into account: — The work complete — The time taken to complete that work — The costs incurred to complete that work and compares these factors to: — The original budget — The original schedule.

By taking a snap-shot of the project and looking at the historical performance by calculating the Earned Value metrics we can compare the plan with the actual and make a subjective assessment of the project progress.

Furthermore, by extrapolating the curves of the graphs we can estimate the cost at completion and the probable completion date.

The simple S-curve graph shows how project cost will accrue over time.

We can complicate the graph by showing: — The actual costs of doing the work — How the value of the product of the project increases.

The three curves on the graph represent:

– Budgeted Cost for Work Scheduled (BCWS) - the planned costs for all activities planned to be completed — Actual Cost of Work Performed (ACWP) - the actual costs for all the activities actually completed — Budgeted Cost of Work Performed (BCWP) - the planned costs for all the activities actually completed. This is the Earned Value

The BCWS curve is derived from: — Work Breakdown Structure — Project baseline budget — Project baseline schedule

The ACWP curve is found by: — Actual measurement of the work completed — Actual costs recorded by the project finance controller

The BCWP curve is calculated from: — The measured work completed — The budgeted costs for that work.

Earned Value Calculations

Variances

Schedule and cost variances can be calculated in monetary terms from the S-curves.

Schedule variance is the difference between the Earned Value and the Planned Budget. SV = BCWP - BCWS

Cost Variance is the difference between the Earned Value and the actual costs of the works. CV = BCWP - ACWP

Performance Indices

Schedule Performance Index and Cost Performance Index give indications of the health of the project.

Schedule Performance Index is a ratio of Earned Value and the planned value of completed works. SPI = BCWP / BCWS

A SPI < 1 is not good

Cost Performance Index is a ratio of Earned Value and the actual costs of completed works. CPI = BCWP / ACWP

A CPI < 1 is not good

Estimate at Completion

EAC takes into account the original budget (BAC), the Earned Value and the Cost Performance Index of the already completed works. EAC = ACWP + ((BAC - BCWP)/CPI)

Critical Ratio

Measures the general health of the project and considers: — planned progress versus actual progress — Budget costs versus actual costs

(Actual Progress/Scheduled Progress) X (Budgeted Costs/Actual Costs)

Critical ratio > 1 is good

Using earned value techniques the project manager can monitor both schedule and cost variances and identify trends using Cost Performance Index and the Schedule Performance Index. The proactive project manager will monitor the earned value metrics and take timely actions to reduce the unwanted variances and the wayward trends.

Sam Drake asked:




You met someone or are about to hire someone and you have an uneasy feeling. FBI background checks are specifically to help people like you who are about to enter in either a personal or business relationship with someone. And an FBI name check may be the exact kind of background check that you need. Read on and you will soon understand the process. And although you won’t always be allowed to do this kind of search, it’s good to know what it entails.

How does this a name search even work? What happens is when you enter the first and last name of an individual for this kind of check, it will compare that specific name with all the names in the Central Records System looking for a match. This seems like it could really be very easy, but sometimes there are snags in the system so running FBI background checks is not as simple as it seems. There are several problems that can arise with an FBI name check are:

1. The Central Records System has so many names and in a lot of cases with common names many that are the same. This area contains administrative, criminal, personnel and so many other types of files that it can be difficult to locate the exact person you are looking for.

2. When you put in for this kind of search, the FBI does a check of the person’s name. It will use it exactly the way it is and also it will spin it to use different variations of that specific name. When doing FBI background checks, you can acquire information but it may not be totally accurate because of duplicate names. But if you decide to go ahead and do an FBI name check, there may be a better chance of finding the exact information you want.

3. Not all names are computerized and in data banks. It’s hard to believe but many names are still in paper files only. If nothing is found on the name you are looking for, this could be the reason.

4. There are too many requests for searches. And don’t forget, other Federal agencies as well as State and Local jurisdictions want FBI background checks on certain individuals. And unfortunately, even if it seems like your reason for this specific check is more important, they will take precedence over your FBI name check.

Getting a background check done with the FBI is not always easy and not always quick. There has to be ample reason and they have to agree that it’s what needs to be done. Even then, it could take years.