Project staff
Employees supporting contracted deliverables, schedules, documentation, coordination, and client requirements.
INDUSTRY
Screening support for government-contracting workforces.
Configure employment screening around project duties, driving, technical qualifications, site access, contract requirements, and applicable employment laws.
WORKFORCE CONSIDERATIONS
Screening should reflect the role.
- Government-contracting teams may span technical, field, driving, administrative, project, and management roles.
- Contract, client, site, or agency requirements can differ across assignments.
- Federal records, employment history, credentials, testing, or driving information may be relevant for selected roles.
- Employment screening must be distinguished from government security-clearance and suitability processes.
EXAMPLE ROLES
Different work calls for different context.
These examples help organize a program; they are not universal screening requirements.
Technical personnel
Team members performing engineering, information technology, scientific, analytical, or specialized operational work.
Field teams
Employees working at changing sites, installations, facilities, or project locations.
Drivers
Personnel operating company vehicles or transporting staff, equipment, or materials as an essential duty.
Administrative and support staff
Employees managing records, schedules, billing, recruiting, systems, and contract support.
Supervisors and program managers
Leaders responsible for teams, performance, customers, deliverables, policies, and decisions.
OPTIONS BY ROLE
Configure a starting point by responsibility.
Technical and project staff
Employment, education, credential, selected criminal-record, federal-record, or specialty services may be considered according to qualifications and duties.
Field and driving roles
A package may combine selected criminal-record, testing, verification, or MVR components based on actual responsibilities.
Administrative and management roles
Selected record and verification services may support positions with system, customer, financial, or supervisory responsibility.
SERVICE GUIDANCE
Understand what each component contributes.
Federal district court records
A federal district court search covers available federal court records in the selected jurisdiction and is not an FBI fingerprint check, security clearance, or universal federal history.
Explore serviceEmployment, education, and credential verification
Available sources may confirm candidate-supplied work, education, licenses, or credentials when those are documented requirements.
Explore serviceMVR reports for driving duties
An MVR may be considered when operating a company vehicle is essential. It does not determine government credential eligibility.
Explore serviceSpecialty searches
Some positions or contracts may call for a less common commercial source. Express does not issue security clearances or government credentials.
Explore serviceRECOMMENDED SERVICES
A practical place to start.
These options are editorial guidance, not universal requirements. Final packages should reflect role duties and applicable law.
- Criminal RecordsCriminal-record searches configured around role requirements and the jurisdictions relevant to a candidate.
- Federal RecordsFederal district court record searches for matters handled outside county and state court systems.
- VerificationsEmployment, education, and credential verification options for candidate-provided history.
- Drug ScreeningConfigurable drug-testing options coordinated through available collection locations and testing networks.
- MVR ReportsMotor vehicle record reports for positions involving driving responsibilities or company vehicles.
- I-9 ComplianceWorkflow support for employment eligibility documentation and Form I-9 administration.
- Specialty SearchesAdditional searches configured for role-specific risks, responsibilities, or program needs.
WHY ORGANIZATIONS USE EXPRESS
Support built around the program.
- Role-based packages for technical, field, driving, project, administrative, and management positions.
- Coordination across criminal, federal, verification, testing, MVR, and onboarding services.
- Reusable packages for recurring contract and assignment types.
- Clear separation between commercial employment screening and government clearance processes.
EXAMPLE WORKFLOW
From role to review.
- 1
Document duties, location, access, driving, qualifications, and contract-specific criteria.
- 2
Separate employer screening needs from government-run credential, clearance, or suitability processes.
- 3
Select available job-related services and collect complete candidate information.
- 4
Review results under the employer’s documented process and applicable requirements.
EMPLOYER RESOURCES
Plan the program with more context.
National vs. Federal vs. County Criminal Background Checks
Nationwide databases, county courts, state repositories, and federal district courts cover different source systems. Employers may combine them based on the role and relevant jurisdictions.
Read Guide 4 minEmployment Verification vs. Background Check: What Is the Difference?
Employment verification confirms selected candidate-supplied work history. A background check is the broader screening category that may include records, verifications, MVR reports, and other services.
Read Guide 3 minThe FCRA Background Check Process for Employers: A Practical Overview
Employers using a consumer reporting agency for employment screening should understand the FCRA workflow before ordering a report and before making a decision based on it.
Read Guide 5 minFAQ
Government Contractors screening questions.
Does Express provide government security clearances?
No. Express provides commercial employment-screening services and does not issue, adjudicate, or determine clearances, federal suitability, credentials, or government access.
Is a federal records search the same as an FBI background check?
No. A federal district court search reviews available records in the selected federal court jurisdiction.
Can one package cover every contract role?
Not automatically. Duties, location, driving, access, qualifications, contract criteria, and applicable requirements may differ.
Can credentials and work history be verified?
Available employment, education, license, or credential sources may be requested when part of documented position requirements.
BUILD YOUR PROGRAM