Maintaining a Security Clearance is a Valuable Asset for Veterans in Today's Job Market

By Greg T. Rinckey, Esq.

In today’s competitive job market, any extra credential you can add to your resume puts you one step ahead of the other applicants. If you’re just now packing away your uniform and beginning the transition to a civilian job, one of the most valuable assets you can take with you is a security clearance.

A security clearance is not only appealing to future employers, but shows that you’ve already been through a thorough background check and a disciplined, dependable worker is available for hire. And with the military population as the largest source of individuals holding security clearances, retired servicemembers are in demand for positions that require handling sensitive materials on a daily basis.

It’s no question that your security clearance should be viewed as a priceless resource when making the transition to civilian employment. However, keep in mind that you have no right to get or maintain this security clearance – clearances are denied and revoked all the time and not having one can decrease your salary anywhere from $5000 to $15,000.

So what steps can you take to ensure you keep your own clearance in tact?

The burden is on you to prove you are a person whose history, both professional and personal, affirm loyalty to the United States. Factors evaluated include strength of character, honesty, reliability, discretion, sound judgment, and freedom from conflicting allegiances.

If you find yourself in a situation where your clearance has been denied or revoked, you do have options available to you. In working with clients on security clearance problems or preparing for their investigation, I ask them to live by three principles: honesty, accuracy, and mitigation.

So why honesty and accuracy? If you are not honest in the security clearance process, you will not receive a clearance. And if you have inaccuracies in your application or interview, you will have to explain why they are good faith errors and not deliberate evasions or lies. These two principles are meant to save you time, effort, and money in the long run.

There are a host of security concerns or disqualifying conditions that cause security clearance decision makers to recommend denial or revocation. Some of the most common conditions relate to alcohol or drug abuse, financial irresponsibility, and criminal conduct. Since 9/11, foreign influence or preference, either yours or your spouse, could also play a factor.

Concerns about the misuse of information technology systems are also starting to become prevalent. There are rules for when and what for a person uses the government computer system. Anything from downloading pornography to viewing a video on YouTube.com on your lunch break could be a cause for revocation of a clearance, not to mention disciplinary action.

The good news is that most people who get a security clearance keep it. But even if you receive word that your clearance has been denied or revoked, you have the right to appeal the decision. A statement detailing the reason for denial or revocation should be supplied to you with the procedures for filing an appeal. If you believe the information gathered about you during the investigation was misleading or inaccurate, appealing the decision gives you the opportunity to correct or clarify the situation.

Here is where the mitigation portion becomes applicable. Your goal in the appeals process is to convince the decision maker that the disqualifying condition has been mitigated or alleviated. Perhaps the financial problems you were denied upon occurred years ago and you’ve had stable finances since. Or maybe your financial problems happened because of a sudden and very expensive illness. Bankruptcy is not by itself a reason to deny a clearance; it’s what you did to become bankrupt and what you’ve done with your finances since that should matter. You might have had a shoplifting conviction, but it was five years ago. Foreign preference or influence disqualifying conditions can be explained by a detailed analysis of your family history and foreign contacts.

If you think there may be a situation in your past that could cause a problem during the investigation process, a lawyer experienced in security clearance cases can prescreen your application before submission. If you received a letter of intent to deny or revoke a clearance from your agency, you have various routes to appeal. The process differs somewhat from case to case, but no matter what your situation is the deadlines are strict and unforgiving. Representation by a lawyer experienced in security clearance cases can guide you through the process.

If you find yourself having problems with your security clearance, remember the rules I set forth above – honesty, accuracy and mitigation. Following these pointers should keep you with one of the most valuable assets achieved through your military service.

Source: Veterans Today

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Will Your Credit Score Harm Your Job Search

Do you wonder if your credit history will effect your chances of landing a job? It could.

If the job you are applying for involves handling money or sensitive financial information, then yes your candidacy for that job could be questionable.

Here's some good advice from Gerri Willis, CNN Money:
"Your credit score won't matter because employers are not allowed to use credit scores as part of employment screening. But, they are allowed to look at your credit reports according to Deanna Templeton of Credit.com.

Employers must tell you if they'll be peeking into your report before they actually do it. Plus, they are not allowed to use that information as the sole reason to disqualify you for a job.

However, if the employer is going to review your credit report then it might not be a bad idea to be able to explain the circumstances behind the collections and any receipts you've got that prove you've been paying them off.

If your job includes you handling money or sensitive financial information then your credit is a bigger deal than if you are not. There's no one answer to whether or not to bring it up beforehand. Feel them out and if you believe it will improve your chances then bring it up says Templeton."

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Reference Checks

A recent survey found that 78% of more than 1,300 responding companies say they do provide references. Do you know what your former employer will say about you to a prospective employer?

At the very least, an HR office will usually verify (1) that you did work there, (2) the dates of employment, and (3) the job title. The company may or may not release salary information or the reason why an employment relationship ended. Many companies refuse to offer more than dates of employment, salary history and job title. My previous employers would only verify dates of employment, job title, and salary. Ask your previous HR department what their policy is on responding to reference checks.

It’s important that you are honest in your responses to questions in an interview. The questions that are asked of your reference may virtually be identical to the questions you were asked during your interview in order to corroborate or negate your responses.

General impressions
- How would you characterize your experience working with this person?

Personal attributes
- What kinds of personal qualities come to mind when you think of him/her?

Technical skills
- This person would be responsible for handling XXX duties. Is there anything in this person's performance history that would cause you concern about their ability or appropriateness to do these tasks?
- What is the person's level of technical expertise in the essential job functions I need?

Achievements
- What impact has this person had on the organization? In his/her department?
- What are his/her biggest accomplishments or key contributions to the organization (examples)?
- How does this person compare with other executives in similar positions in your organization or comparable organizations?
- What kind of legacy did the candidate leave?

Leadership skills
- How would you describe his/her style of leadership?
- How is she/he a visionary? Examples?
- How has he/she been able to increase the visibility of the organization?
- How creative is the person in building resources and diversifying funding? Has he/she done fundraising?


Strategic thinking abilities
- What involvement did the candidate have in developing the strategic plan for the department or organization? What specifically did she/he contribute?
- How has the person demonstrated his/her strategic thinking ability? Examples?

Management style
- How would you characterize the person’s general management style? (e.g., authoritative, consultative, task-master, etc.)?
- How does he/she go about managing up?
- What type of work environment does he/she need to succeed?
- How would the candidate’s direct reports describe his or her management style? Supervisors?
- How does the person go about making tough decisions? Is she/he inclusive? Fair? Abrupt? Random? Other?

Operational effectiveness
- How much experience did this person have doing XXX for you, and how well did they do it?
- Please describe his/her operational and (if relevant) financial management abilities.
- What types of policies, procedures, or processes did the candidate implement?

Emotional intelligence
- How does the candidate deal with conflict? How rigid or flexible is she or he?
- How did you see him/her grow while you were working together?
- How well does this person build consensus among constituents with differing opinions or interests? Examples?

Internal and external communication skills
- How would you describe the candidate’s communication skills: verbal and written?
- How well does this person listen? How does she/he engage people?
- How often and did she/he keep his or her supervisors, direct reports, peers, etc. updated
- What methods did he or she use?

Areas for development and support
-What do you anticipate I will find to be this person's real strengths, and what areas would benefit from constructive coaching or mentoring?
- Given that no one is perfect and everyone has areas in which he or she can improve, can you describe any areas he/she can or should continue to develop?
- From what you have shared, can you tell me how this trait has impacted the person or the rest of the team? Do you see any liabilities or downsides to the candidate taking this position?
- What have been the person’s biggest professional challenges? How did she/he overcome them? Examples?
- If you were to do an appraisal on this candidate, what would his/her development objectives be?
- What would you see as the ideal position for him/her? Why?
- Where does he/she need the most support?

It is illegal for a former employer to purposefully give false information for the sake of harming one's reputation or preventing one from obtaining employment. It is illegal or unethical for a potential employer to ask a reference a personal question that is not directly related to your ability to do the job or any questions that would disclose any medical or disability information that could have a discriminatory impact on an employer’s decision to hire you. It’s inappropriate for an employer to ask your reference about your race, color, religion, nationality or ethnic background, age, disability status, martial status, parenting responsibilities or about your sexual orientation. References cannot be asked from clergy or any other persons who might reflect race, color, religion, sex, national origin or ancestry.

Always check with everyone on your list of references to be sure the contact information is current, and verify the person knows and agrees that she/he will be listed as a reference.

Prep your references. Let them know that you are interviewing with XYZ company and that he/she should be receiving a phone call in XX number of days. Tell your references the title of the position and provide them with a brief description and the requirements of the job. And don't forget to thank your references after you've gotten the job. You might need to utilize them as references again in the future so don't be a stranger and forget to keep in touch with them.

If you were fired or left on bad terms you may want to consider using a reference checking company to unmask what your past employer will say about you.

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