Step 8

Selection begins another process rather than ending the hiring process. Read the offer carefully and identify every condition, form, appointment and deadline.

8.1 Tentative/Conditional Offer

Create a simple post-selection checklist from the offer communication, including required forms, appointments, documents, deadlines, and points of contact. Complete each item according to the instructions provided and retain copies or confirmation records where appropriate. Because requirements can differ by position, use the offer correspondence and assigned HR or security contacts as the controlling sources for your case.

The offer communication normally identifies the position and explains next steps. Respond by the deadline and use the assigned HR contact for questions. Keep copies of all correspondence.

8.2 Background and Security Processing

The level of background or security processing depends on the position. Complete forms accurately and promptly. Do not guess at requested history; gather records when necessary and follow the instructions provided by the responsible security/personnel office.

8.3 Medical and Drug-Testing Requirements

These requirements are position-specific. Safety-sensitive occupations can have medical standards or drug-testing conditions that do not apply to every FAA employee. Follow the exact instructions for your position rather than assuming another occupation’s process applies to you.

8.4 Credential and Employment Verification

The agency may verify education, licenses, certificates, prior employment or other qualifications. This is why accuracy in the original application matters: the information submitted during hiring should be supportable by records.

During the waiting period: Keep your contact information current, check email/portal messages, meet deadlines, and avoid making irreversible employment decisions until you understand the status and conditions of your offer.