Background Checks for State, County, and City Employees
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- As a federally-approved vendor, we are your resource for municipal-, state- and local employee screenings.
- Undertake due diligence before hiring and your government agency turnover could be short-circuited.
- If the background checks you’re now getting don’t dig deep enough, it’s time you changed your resource.
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State, County & City Employees background checks
Background checks for organizations that need to verify public employees, contractors, field staff, administrators, drivers, and program personnel before granting public-system, facility, financial, vehicle, or resident-facing access.
Why it matters
Why background checks matter for state and local government employers
Screening should reflect the people, access, responsibilities, and real-world risks unique to state, county & city employees.
01 · PUBLIC-RECORD
What to include in government employee background checks
Verify identity and relevant records before assigning work involving public-record access.
02 · RESIDENT-FACING
Identity verification and address history
Match screening depth to the access, responsibility, location, and applicable requirements.
03 · PUBLIC-FUND
Criminal-record and national warrant searches
Confirm relevant driving, licensing, employment, education, or credential information when it matters to the role.
04 · VEHICLE
Driving, license, and role-specific searches
Use a documented process across employees, contractors, seasonal workers, and volunteers.
Screening capabilities
Match screening depth to each role
Match searches to the work performed, level of access, location, and applicable requirements.
Screening considerations for administrative staff
Confirm identity and review relevant criminal-record and national-warrant information.
Screening considerations for field & public-works teams
Use the role-specific searches that fit the position and selected screening service.
Screening considerations for resident-facing program staff
Verify applicable experience, education, licenses, or certifications.
A consistent workflow
Screening considerations for drivers & contractors
Keep screening clear across employees, contractors, seasonal workers, and volunteers.
How the background check process works
Document the access, responsibilities, location, and applicable requirements.
Select checks based on access and responsibility
Collect authorization and order the searches that fit the position.
Request authorization and provide required notices
Use documented criteria before granting access or finalizing the assignment.
Role-based screening
Review results with a consistent decision process
| Role type | Typical screening considerations |
|---|---|
| Administrative staff | Identity and relevant criminal-record screening for administrative staff. |
| Field & public-works teams | Role-specific screening based on access, responsibility, and applicable requirements. |
| Resident-facing program staff | Driving, license, and role-specific searches when relevant to the position and available through the selected service. |
| Drivers & contractors | Consistent authorization, review, and documentation for drivers & contractors. |
Compliance layer
Keep screening consistent and compliant
Use documented criteria that reflect access, responsibility, location, and applicable law.
- Disclosure and authorization practices aligned with the FCRA when applicable
- Consistent review and adverse-action procedures when required
- Awareness of state and local hiring or applicant-screening rules
- Documented screening records for each decision
State, County & City Employees FAQs
Frequently asked questions about government employee background checks
What background checks should state, county & city employees use?
The appropriate searches depend on the role, access, location, responsibilities, and applicable law. Common components include identity, relevant criminal-record, employment, education, driving, license, or credential checks.
Should contractors, seasonal workers, or volunteers be screened?
Screening may be appropriate when non-employees receive similar access or responsibilities. Apply consistent criteria based on the work performed.
When should driving, license, and role-specific searches be included?
Include role-specific searches when they are relevant to the position, permitted by applicable law, and available through the selected screening service.
How should screening results be used?
Review results consistently in relation to the role and follow applicable disclosure, authorization, and adverse-action requirements.