Security clearances are required for access to certain national security information, which is classified at one of three levels: top secret, secret, or confidential. The level of classification denotes the degree of protection required for information and the amount of damage that unauthorized disclosure could reasonably cause to national security. Executive Order 10450, which was originally issued in 1953, makes the heads of departments or agencies responsible for establishing and maintaining effective programs for ensuring that civilian employment and retention is clearly consistent with the interests of the national security. Agency heads are also responsible for designating positions within their respective agencies as sensitive if the occupant of that position could, by virtue of the nature of the position, bring about a material adverse effect on national security. In addition, Executive Order 12968, issued in 1995, is relevant to position designation because the order also makes the heads of agencies—including executive branch agencies and the military departments—responsible for establishing and maintaining an effective program to ensure that access to classified information by each employee is clearly consistent with the interests of national security. This order also states that, subject to certain exceptions, eligibility for access to classified information shall only be requested and granted on the basis of a demonstrated, foreseeable need for access. Further, part 732 of Title 5 of the Code of Federal Regulations provides requirements and procedures for the designation of national security positions, which include positions that (1) involve activities of the government that are concerned with the protection of the nation from foreign aggression or espionage, and (2) require regular use of or access to classified national security information. In addition, part 732 states that most federal government positions that could bring about, by virtue of the nature of the position, a material adverse effect on national security must be designated as a sensitive position and require a sensitivity level designation. The sensitivity level designation determines the type of background investigation required, with positions designated at a greater sensitivity level requiring a more extensive background investigation. Part 732 establishes three sensitivity levels—special-sensitive, critical-sensitive, and noncritical-sensitive— which are described in figure 1. According to OPM, positions that an agency designates as special-sensitive and critical-sensitive require a background investigation that typically results in a top secret clearance. Noncritical-sensitive positions typically require an investigation that supports a secret or confidential clearance. OPM also defines non- sensitive positions that do not have a national security element, but still require a designation of risk for suitability purposes. That risk level determines the type of investigation required for those positions. Those investigations include aspects of an individual’s character or conduct that may have an effect on the integrity or efficiency of his or her service. The personnel security clearance process begins when a human resources or security professional determines a position’s level of sensitivity, which includes consideration of whether or not a position requires access to classified information and, if required, the level of access. DHS and DOD follow a general process for determining whether a federal civilian position requires access to classified information, which informs whether a position requires a security clearance. This process is described in figure 1 below and is based on our review of the corresponding guidance and testimonial evidence gathered during interviews with DHS and DOD officials. In addition, a more thorough description of DHS and DOD component-level policies appears in appendix II. The personnel security clearance process is further described in appendix III. The increased demand for personnel with security clearances following the events of September 11, 2001, led GAO and others to identify delays and incomplete documentation in the security clearance process. In light of these concerns, Congress passed the Intelligence Reform and Terrorism Prevention Act of 2004 (IRTPA), which set objectives and established requirements for improving the clearance process, including improving the timeliness of the clearance process, achieving interagency reciprocity, establishing an integrated database to track investigative and adjudicative information, and evaluating available technology for investigations and adjudications. Executive Order 13467 calls for investigations of suitability and security to be aligned using consistent standards, to the extent practicable. predecessor that continues to focus on the reform effort—detailing reform-related plans, including a February 2010 strategic framework that established goals, performance measures, roles and responsibilities, and proposed metrics for determining the quality of security clearance investigations and adjudications. Those reports contained a reform plan that outlined a new seven-step process for end-to-end suitability and security clearance reform, see figure 2 below. According to ODNI officials, the first step—to “validate need,”—focuses on ensuring that the sensitivity level of positions is designated appropriately on the basis of mission needs, among other things. Separate from, but related to, security clearances are determinations of suitability that the executive branch uses to ensure individuals are suitable, based on character and conduct, for federal employment in their agency or position. Suitability requirements sometimes overlap with national security requirements. For example, the Department of Justice checks suitability to ensure that applicants for jobs with the Drug Enforcement Agency have never used illegal drugs. In addition, Health and Human Services checks the suitability of applicants for jobs working with children. Similarly, the Intelligence Community requires polygraph evaluations, among other things, to determine suitability for most intelligence positions. OPM was involved in many aspects of the suitability investigation process under Part 731 of Title 5 of the Code of Federal Regulations, prior to the issuance of Executive Order 13467 and, as the Suitability Executive Agent, the Director continues to be responsible for developing and implementing uniform and consistent policies and procedures to ensure the effective, efficient, and timely completion of background investigations and adjudications relating to determinations of suitability. In contrast, the DNI was assigned a new role. Executive Order 13467 states that the DNI, as the Security Executive Agent, is responsible for, among other things, developing uniform and consistent policies and procedures to ensure the effective, efficient, and timely completion of background investigations and adjudications relating to determinations of eligibility for access to classified information or eligibility to hold a sensitive position. In addition to these responsibilities, the Executive Order also provides the DNI the authority to issue guidelines and instructions to the heads of agencies to ensure appropriate uniformity, centralization, efficiency, effectiveness, and timeliness in processes relating to determinations by agencies of eligibility for access to classified information or eligibility to hold a sensitive position. The order also states that the Performance Accountability Council is responsible for ensuring that the Executive Agents align their respective processes. Finally, the order states that agency heads should implement any policy or procedure developed by either the Performance Accountability Council or Executive Agents under the order. The DNI, in the capacity as Security Executive Agent responsible for developing uniform and consistent policies related to the security clearance process, has expressed intent to issue guidance relating to national security positions. However, the DNI has not provided agencies with clearly defined policy through regulation or other guidance to help ensure that executive branch agencies use appropriate and consistent criteria when determining if positions require a security clearance. Instead, executive branch agencies are using a position designation tool developed by OPM. This tool is designed to determine the sensitivity level of civilian positions which, in turn, informs the type of background investigation needed if a clearance is warranted. The DNI, however, did not have a role in its development even though the two Executive Agents are to align their respective processes. As a result, agency officials we met expressed mixed views on the effectiveness of the tool for national security positions. According to Executive Order 13467, issued in June 2008, the DNI, as the Security Executive Agent, is responsible for developing uniform and consistent policies and procedures for determinations of eligibility for access to classified information or to hold a sensitive position. Further, the executive order states that agency heads shall assist the Performance Accountability Council and Executive Agents in carrying out any function under the order, which includes implementing any policies or procedures developed pursuant to the order. Although agency heads retain the flexibility to make determinations regarding which positions in their agency require a security clearance, the DNI is well positioned, by virtue of its role as the Security Executive Agent, to provide guidance to help align the process from agency to agency. The DNI, however, has not provided agencies with clearly defined policy or instructions. To assist with position designation, the Director of OPM—the Executive Agent for Suitability—has developed a process that includes a position designation system and corresponding automated tool to guide agencies in determining the proper sensitivity level for the majority of federal This tool—namely, the Position Designation of National positions.Security and Public Trust Positions—enables a user to evaluate a position’s national security and suitability requirements so as to determine a position’s sensitivity and risk levels, which in turn dictate the type of background investigation that will be required for the individual who will occupy that position. In most agencies outside the Intelligence Community, OPM conducts the background investigations for both suitability and security clearance purposes. The tool does not directly determine whether a position requires a clearance, but rather helps determine the sensitivity level of the position. The determination to grant a clearance is based on whether a position requires access to classified information or other relevant factors, and, if access is required, the responsible official will designate the position to require a clearance. OPM developed the position designation system and automated tool for multiple reasons. First, OPM determined through a 2007 initiative that its existing regulations and guidance for position designation were complex and difficult to apply, resulting in inconsistent designations. As a result of a recommendation from the initiative, OPM created a simplified position designation process in 2008. Additionally, OPM officials noted that the tool is to support the goals of the security and suitability reform efforts, which require proper designation of national security and suitability positions. OPM first introduced the automated tool in November 2008, and issued an update of the tool in 2010.