5 CFR Part 731

5 CFR Part 731 (up to date as of 4/27/2023)
Suitability

5 CFR Part 731

This content is from the eCFR and is authoritative but unofficial.

Title 5 —Administrative Personnel
Chapter I —Office of Personnel Management
Subchapter B —Civil Service Regulations
Part 731
Suitability
Subpart A Scope
§ 731.101 Purpose.
§ 731.102 Implementation.
§ 731.103 Delegation to agencies.
§ 731.104 Appointments subject to investigation.
§ 731.105 Authority to take suitability actions.
§ 731.106 Designation of public trust positions and investigative requirements.
Subpart B Suitability Determinations and Actions
§ 731.201 Standard.
§ 731.202 Criteria for making suitability determinations.
§ 731.203 Suitability actions by OPM and other agencies.
§ 731.204 Debarment by OPM.
§ 731.205 Debarment by agencies.
§ 731.206 Reporting requirements.
Subpart C OPM Suitability Action Procedures
§ 731.301 Scope.
§ 731.302 Notice of proposed action.
§ 731.303 Answer.
§ 731.304 Decision.
Subpart D Agency Suitability Action Procedures
§ 731.401 Scope.
§ 731.402 Notice of proposed action.
§ 731.403 Answer.
§ 731.404 Decision.
Subpart E Appeal to the Merit Systems Protection Board
§ 731.501 Appeal to the Merit Systems Protection Board.
Subpart F Savings Provision
§ 731.601 Savings provision.

PART 731—SUITABILITY
Authority: 5 U.S.C. 1302, 3301, 7301; E.O. 10577, 3 CFR, 1954–1958 Comp., p. 218, as amended; E.O. 13467, 3
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5 CFR 731.101

CFR, 2009 Comp., p. 198; E.O. 13488, 3 CFR, 2010 Comp., p. 189; 5 CFR, parts 1, 2 and 5.

Source: 73 FR 20154, Apr. 15, 2008, unless otherwise noted.

Subpart A—Scope
§ 731.101 Purpose.
(a) The purpose of this part is to establish criteria and procedures for making determinations of suitability
and for taking suitability actions regarding employment in covered positions (as defined in paragraph (b)
of this section) pursuant to 5 U.S.C. 3301, E.O. 10577 (3 CFR, 1954–1958 Comp., p. 218), as amended,
and 5 CFR 1.1, 2.1(a) and 5.2. Section 3301 of title 5, United States Code, directs consideration of “age,
health, character, knowledge, and ability for the employment sought.” E.O. 10577 (codified in relevant part
at 5 CFR 1.1, 2.1(a) and 5.2) directs OPM to examine “suitability” for competitive Federal employment.
This part concerns only determinations of “suitability,” that is, those determinations based on a person's
character or conduct that may have an impact on the integrity or efficiency of the service. Determinations
made and actions taken under this part are distinct from objections to eligibles or pass overs of
preference eligibles, and OPM's and agencies' decisions on such requests, made under 5 U.S.C. 3318 and
5 CFR 332.406, as well as determinations of eligibility for assignment to, or retention in, sensitive national
security positions made under E.O. 10450 (3 CFR, 1949–1953 Comp., p. 936), E.O. 12968, or similar
authorities.
(b) Definitions. In this part:
Applicant means a person who is being considered or has been considered for employment.
Appointee means a person who has entered on duty and is in the first year of a subject-to-investigation
appointment (as defined in § 731.104).
Core Duty means a continuing responsibility that is of particular importance to the relevant covered
position or the achievement of an agency's mission.
Covered position means a position in the competitive service, a position in the excepted service where the
incumbent can be noncompetitively converted to the competitive service, and a career appointment
to a position in the Senior Executive Service.
Days means calendar days unless otherwise specified in this part.
Employee means a person who has completed the first year of a subject-to-investigation appointment.
Material means, in reference to a statement, one that is capable of influencing, affects, or has a natural
tendency to affect, an official decision even if OPM or an agency does not rely upon it.
Suitability action means an outcome described in § 731.203 and may be taken only by OPM or an agency
with delegated authority under the procedures in subparts C and D of this part.
Suitability determination means a decision by OPM or an agency with delegated authority that a person is
suitable or is not suitable for employment in covered positions in the Federal Government or a
specific Federal agency.
[73 FR 20154, Apr. 15, 2008, as amended at 73 FR 66492, Nov. 10, 2008]

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§ 731.102 Implementation.
(a) An investigation conducted for the purpose of determining suitability under this part may not be used for
any other purpose except as provided in a Privacy Act system of records notice published by the agency
conducting the investigation.
(b) Under OMB Circular No. A–130 Revised, issued November 20, 2000, agencies are to implement and
maintain a program to ensure that adequate protection is provided for all automated information
systems. Agency personnel screening programs may be based on procedures developed by OPM. The
Computer Security Act of 1987 (Pub. L. 100–235) provides additional requirements for Federal automated
information systems.
(c) OPM may set forth policies, procedures, criteria, standards, quality control procedures, and supplementary
guidance for the implementation of this part in OPM issuances.

§ 731.103 Delegation to agencies.
(a) Subject to the limitations and requirements of paragraphs (f) and (g) of this section, OPM delegates to the
heads of agencies authority for making suitability determinations and taking suitability actions (including
limited, agency-specific debarments under § 731.205) in cases involving applicants for and appointees to
covered positions in the agency.
(b) When an agency, acting under delegated authority from OPM, determines that a Governmentwide
debarment by OPM under § 731.204(a) may be an appropriate action, it must refer the case to OPM for
debarment consideration. Agencies must make these referrals prior to any proposed suitability action, but
only after sufficient resolution of the suitability issue(s), through subject contact or investigation, to
determine if a Governmentwide debarment appears warranted.
(c) Agencies exercising authority under this part by delegation from OPM must adhere to OPM requirements
as stated in this part and OPM's issuances described in § 731.102(c). Agencies must also implement
policies and maintain records demonstrating that they employ reasonable methods to ensure adherence
to these OPM issuances.
(d)
(1) A hiring agency may not make specific inquiries concerning an applicant's criminal or credit
background of the sort asked on the OF–306 or other forms used to conduct suitability
investigations for Federal employment (i.e., inquiries into an applicant's criminal or adverse credit
history) unless the hiring agency has made a conditional offer of employment to the applicant.
Agencies may make inquiries into an applicant's Selective Service registration, military service,
citizenship status, or previous work history, prior to making a conditional offer of employment to an
applicant. However, in certain situations, agencies may have a business need to obtain information
about the suitability or background of applicants earlier in the process. If so, agencies must request
an exception from the Office of Personnel Management, in accordance with the provisions of 5 CFR
part 330 subpart M.
(2) OPM reserves the right to undertake a determination of suitability based upon evidence of
falsification or fraud relating to an examination or appointment at any point when information giving
rise to such a charge is discovered. OPM must be informed in all cases where there is evidence of
material, intentional false statements, or deception or fraud in examination or appointment, and OPM
will take a suitability action where warranted.

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5 CFR 731.103(e)

(e) When an agency, exercising authority under this part by delegation from OPM, makes a suitability
determination or changes a tentative favorable placement decision to an unfavorable decision, based on
an OPM report of investigation or upon an investigation conducted pursuant to OPM-delegated authority,
the agency must:
(1) Ensure that the records used in making the determination are accurate, relevant, timely, and
complete to the extent reasonably necessary to ensure fairness to the person in any determination;
(2) Ensure that all applicable administrative procedural requirements provided by law, the regulations in
this part, and OPM issuances as described in § 731.102(c) have been observed;
(3) Consider all available information in reaching its final decision on a suitability determination or
suitability action, except information furnished by a non-corroborated confidential source, which may
be used only for limited purposes, such as information used to develop a lead or in interrogatories to
a subject, if the identity of the source is not compromised in any way; and
(4) Keep any record of the agency suitability determination or action as required by OPM issuances as
described in § 731.102(c).
(f) OPM may revoke an agency's delegation to make suitability determinations and take suitability actions
under this part if an agency fails to conform to this part or OPM issuances as described in § 731.102(c).
(g) OPM retains jurisdiction to make final determinations and take actions in all suitability cases where there
is evidence that there has been a material, intentional false statement, or deception or fraud in
examination or appointment. OPM also retains jurisdiction over all suitability cases involving a refusal to
furnish testimony as required by § 5.4 of this chapter. Agencies must refer these cases to OPM for
suitability determinations and suitability actions under this authority. Although no prior approval is
needed, notification to OPM is required if the agency wants to take, or has taken, action under its own
authority (5 CFR part 315, 5 CFR part 359, or 5 CFR part 752) in cases involving material, intentional false
statement in examination or appointment, or deception or fraud in examination or appointment; or refusal
to furnish testimony as required by § 5.4 of this title. In addition, paragraph (a) of this section
notwithstanding, OPM may, in its discretion, exercise its jurisdiction under this part in any case it deems
necessary.
[73 FR 20154, Apr. 15, 2008, as amended at 81 FR 86561, Dec. 1, 2016]

§ 731.104 Appointments subject to investigation.
(a) To establish a person's suitability for employment, appointments to covered positions identified in §
731.101 require the person to undergo an investigation by OPM or by an agency with delegated authority
from OPM to conduct investigations. However, except as provided in paragraph (b)(2), an appointment will
not be subject to investigation when the person being appointed has undergone a background
investigation and the appointment involves:
(1) Appointment or conversion to an appointment in a covered position if the person has been serving
continuously with the agency for at least 1 year in one or more covered positions subject to
investigation;
(2) Transfer to a covered position, provided the person has been serving continuously for at least 1 year
in a covered position subject to investigation;

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(3) Transfer or appointment from an excepted service position that is not a covered position to a
covered position, provided the person has been serving continuously for at least 1 year in a position
where the person has been determined fit for appointment based on criteria equivalent to the factors
provided at 5 CFR 731.202;
(4) Appointment to a covered position from a position as an employee working as a Federal Government
contract employee, provided the person has been serving continuously for at least 1 year in a job
where a Federal agency determined the contract employee was fit to perform work on the contract
based on criteria equivalent to the factors provided at 5 CFR 731.202; or
(5) Appointment to a covered position where there has been a break in service of less than 24 months,
and the service immediately preceding the break was in a covered position, an excepted service
position, or a contract employee position described in paragraphs (a)(1) to (a)(4) of this section.
(b)
(1) Either OPM or an agency with delegated suitability authority may investigate and take a suitability
action against an applicant, appointee, or employee in accordance with § 731.105. There is no time
limit on the authority of OPM or an agency with delegated suitability authority to conduct the
required investigation of an applicant who has been appointed to a position. An employee does not
have to serve a new probationary or trial period merely because his or her appointment is subject to
investigation under this section. An employee's probationary or trial period is not extended because
his or her appointment is subject to investigation under this section.
(2) An appointment to a covered position also will be subject to investigation when:
(i)

The covered position requires a higher level of investigation than previously conducted for the
person being appointed; or

(ii) An agency obtains new information in connection with the person's appointment that calls into
question the person's suitability under § 731.202;
(3) Suitability determinations must be made for all appointments that are subject to investigation.
(c) Positions that are intermittent, seasonal, per diem, or temporary, not to exceed an aggregate of 180 days
per year in either a single continuous appointment or series of appointments, do not require a background
investigation as described in § 731.106(c)(1). The employing agency, however, must conduct such checks
as it deems appropriate to ensure the suitability of the person.
(d) Reinvestigation requirements under § 731.106 for public trust positions are not affected by this section.
(e) For purposes of this section, “criteria equivalent to the factors provided at 5 CFR 731.202” are criteria that
provide adequate assurance that the person to be appointed, converted to an appointment, or transferred
is suitable to be employed in a covered position, as determined by OPM, in issuances under this
regulation. A decision by OPM, or by an agency applying guidance from OPM, that a prior fitness
determination was not based on criteria equivalent to the factors provided at 5 CFR 731.202, and that a
new investigation or adjudication is necessary is not subject to review under section 731.501 of this part.
[73 FR 20154, Apr. 15, 2008, as amended at 73 FR 66492, Nov. 11, 2008; 76 FR 69608, Nov. 9, 2011]

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§ 731.105 Authority to take suitability actions.
(a) Neither OPM nor an agency acting under delegated authority may take a suitability action in connection
with any application for, or appointment to, a position that is not subject to investigation or check under §
731.104.
(b) OPM may take a suitability action under this part against an applicant or appointee based on any of the
criteria of § 731.202;
(c) Except as limited by § 731.103(g), an agency, exercising delegated authority, may take a suitability action
under this part against an applicant or appointee based on the criteria of § 731.202;
(d) OPM may take a suitability action under this part against an employee based on the criteria of §
731.202(b)(3), (4), or (8).
(e) An agency may not take a suitability action against an employee. Nothing in this part precludes an agency
from taking an adverse action against an employee under the procedures and standards of part 752 of
this chapter or terminating a probationary employee under the procedures of part 315 or part 359 of this
chapter. An agency must notify OPM to the extent required in § 731.103(g) if it wants to take, or has
taken, action under these authorities.

§ 731.106 Designation of public trust positions and investigative requirements.
(a) Risk designation. Agency heads must designate every covered position within the agency at a high,
moderate, or low risk level as determined by the position's potential for adverse impact to the efficiency or
integrity of the service. OPM will provide an example of a risk designation system for agency use in an
OPM issuance as described in § 731.102(c).
(b) Public Trust positions. Positions at the high or moderate risk levels would normally be designated as
“Public Trust” positions. Such positions may involve policy making, major program responsibility, public
safety and health, law enforcement duties, fiduciary responsibilities or other duties demanding a
significant degree of public trust, and positions involving access to or operation or control of financial
records, with a significant risk for causing damage or realizing personal gain.
(c) Investigative requirements.
(1) Persons receiving an appointment made subject to investigation under this part must undergo a
background investigation. OPM is authorized to establish minimum investigative requirements
correlating to risk levels. Investigations should be initiated before appointment but no later than 14
calendar days after placement in the position.
(2) All positions subject to investigation under this part must also receive a sensitivity designation of
Special-Sensitive, Critical-Sensitive, or Noncritical-Sensitive, when appropriate. This designation is
complementary to the risk designation, and may have an effect on the position's investigative
requirement. Sections 732.201 and 732.202 of this chapter detail the various sensitivity levels and
investigative requirements. Procedures for determining investigative requirements for all positions
based upon risk and sensitivity will be published in OPM issuances, as described in §§ 731.102(c)
and 732.201(b).
(3) If suitability issues develop prior to the required investigation, OPM or the agency may conduct an
investigation sufficient to resolve the issues and support a suitability determination or action, if
warranted. If the person is appointed, the minimum level of investigation must be conducted as
required by paragraph (c)(1) of this section.
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5 CFR 731.106(d)

(d) Reinvestigation requirements.
(1) Agencies must ensure that reinvestigations are conducted and a determination made regarding
continued employment of persons occupying public trust positions at least once every 5 years. The
nature of these reinvestigations and any additional requirements and parameters will be established
in supplemental guidance issued by OPM.
(2) If, prior to the next required reinvestigation, a separate investigation is conducted to determine a
person's eligibility (or continued eligibility) for access to classified information or to hold a sensitive
position, or as a result of a change in risk level as provided in paragraph (e) of this section, and that
investigation meets or exceeds the requirements for a public trust reinvestigation, a new public trust
reinvestigation is not required. Such a completed investigation restarts the cycle for a public trust
reinvestigation for that person.
(3) Agencies must notify all employees covered by this section of the reinvestigation requirements under
this paragraph.
(e) Risk level changes. If an employee or appointee experiences a change to a higher position risk level due to
promotion, demotion, or reassignment, or the risk level of the employee's or appointee's position is
changed to a higher level, the employee or appointee may remain in or encumber the position. Any
upgrade in the investigation required for the new risk level should be initiated within 14 calendar days
after the promotion, demotion, reassignment or new designation of risk level is final.
(f) Completed investigations. Any suitability investigation (or reinvestigation) completed by an agency under
paragraphs (d) and (e) of this section must result in a determination by the employing agency of whether
the findings of the investigation would justify an action under this part or under another applicable
authority, such as part 315, 359, or 752 of this chapter. Section 731.103 addresses whether an agency
may take an action under this part, and whether the matter must be referred to OPM for debarment
consideration.
[73 FR 20154, Apr. 15, 2008, as amended at 73 FR 66492, Nov. 11, 2008; 76 FR 69608, Nov. 9, 2011]

Subpart B—Suitability Determinations and Actions
§ 731.201 Standard.
The standard for a suitability action defined in § 731.203 and taken against an applicant, appointee, or employee is
that the action will protect the integrity or promote the efficiency of the service.

§ 731.202 Criteria for making suitability determinations.
(a) General. OPM, or an agency to which OPM has delegated authority, must base its suitability determination
on the presence or absence of one or more of the specific factors (charges) in paragraph (b) of this
section.
(b) Specific factors. In determining whether a person is suitable for Federal employment, only the following
factors will be considered a basis for finding a person unsuitable and taking a suitability action:
(1) Misconduct or negligence in employment;
(2) Criminal or dishonest conduct;
(3) Material, intentional false statement, or deception or fraud in examination or appointment;
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(4) Refusal to furnish testimony as required by § 5.4 of this chapter;
(5) Alcohol abuse, without evidence of substantial rehabilitation, of a nature and duration that suggests
that the applicant or appointee would be prevented from performing the duties of the position in
question, or would constitute a direct threat to the property or safety of the applicant or appointee or
others;
(6) Illegal use of narcotics, drugs, or other controlled substances without evidence of substantial
rehabilitation;
(7) Knowing and willful engagement in acts or activities designed to overthrow the U.S. Government by
force; and
(8) Any statutory or regulatory bar which prevents the lawful employment of the person involved in the
position in question.
(c) Additional considerations. OPM and agencies must consider any of the following additional
considerations to the extent OPM or the relevant agency, in its sole discretion, deems any of them
pertinent to the individual case:
(1) The nature of the position for which the person is applying or in which the person is employed;
(2) The nature and seriousness of the conduct;
(3) The circumstances surrounding the conduct;
(4) The recency of the conduct;
(5) The age of the person involved at the time of the conduct;
(6) Contributing societal conditions; and
(7) The absence or presence of rehabilitation or efforts toward rehabilitation.
(d) Reciprocity. An agency cannot make a new determination under this section for a person who has already
been determined suitable or fit based on character or conduct unless a new investigation is required
under § 731.104 or § 731.106, or no new investigation is required but the investigative record on file for
the person shows conduct that is incompatible with the core duties of the relevant covered position.
[73 FR 20154, Apr. 15, 2008, as amended at 73 FR 66493, Nov. 11, 2008]

§ 731.203 Suitability actions by OPM and other agencies.
(a) For purposes of this part, a suitability action is one or more of the following:
(1) Cancellation of eligibility;
(2) Removal;
(3) Cancellation of reinstatement eligibility; and
(4) Debarment.
(b) A non-selection, or cancellation of eligibility for a specific position based on an objection to an eligible or
pass over of a preference eligible under 5 CFR 332.406, is not a suitability action even if it is based on
reasons set forth in § 731.202.
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5 CFR 731.203(c)

(c) A suitability action may be taken against an applicant or an appointee when OPM or an agency exercising
delegated authority under this part finds that the applicant or appointee is unsuitable for the reasons cited
in § 731.202, subject to the agency limitations of § 731.103(g).
(d) OPM may require that an appointee or an employee be removed on the basis of a material, intentional
false statement, deception or fraud in examination or appointment; refusal to furnish testimony as
required by § 5.4 of this chapter; or a statutory or regulatory bar which prevents the person's lawful
employment.
(e) OPM may cancel any reinstatement eligibility obtained as a result of a material, intentional false
statement, deception or fraud in examination or appointment.
(f) An action to remove an appointee or employee for suitability reasons under this part is not an action under
part 315, 359, or 752 of this chapter. Where behavior covered by this part may also form the basis for an
action under parts 315, 359, or 752 of this chapter, an agency may take the action under part 315, 359, or
752 of this chapter, as appropriate, instead of under this part. An agency must notify OPM to the extent
required in § 731.103(g) if it wants to take, or has taken, action under these authorities.
(g) Agencies do not need approval from OPM before taking unfavorable suitability actions. However, they are
required to report to OPM all unfavorable suitability actions taken under this part within 30 days after they
take the action. Also, all actions based on an OPM investigation must be reported to OPM as soon as
possible and in no event later than 90 days after receipt of the final report of investigation.

§ 731.204 Debarment by OPM.
(a) When OPM finds a person unsuitable for any reason listed in § 731.202, OPM, in its discretion, may, for a
period of not more than 3 years from the date of the unfavorable suitability determination, deny that
person examination for, and appointment to, covered positions.
(b) OPM may impose an additional period of debarment following the expiration of a period of OPM or agency
debarment, but only after the person again becomes an applicant, appointee, or employee subject to
OPM's suitability jurisdiction, and his or her suitability is determined in accordance with the procedures of
this part. An additional debarment period may be based in whole or in part on the same conduct on which
the previous suitability action was based, when warranted, or new conduct.
(c) OPM, in its sole discretion, determines the duration of any period of debarment imposed under this
section.

§ 731.205 Debarment by agencies.
(a) Subject to the provisions of § 731.103, when an agency finds an applicant or appointee unsuitable based
upon reasons listed in § 731.202, the agency may, for a period of not more than 3 years from the date of
the unfavorable suitability determination, deny that person examination for, and appointment to, either all,
or specific covered, positions within that agency.
(b) The agency may impose an additional period of debarment following the expiration of a period of OPM or
agency debarment, but only after the person again becomes an applicant or appointee subject to the
agency's suitability jurisdiction, and his or her suitability is determined in accordance with the procedures
of this part. An additional debarment period may be based in whole or in part on the same conduct on
which the previous suitability action was based, when warranted, or new conduct.
(c) The agency, in its sole discretion, determines the duration of any period of debarment imposed under this
section.
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(d) The agency is responsible for enforcing the period of debarment and taking appropriate action if a person
applies for, or is inappropriately appointed to, a position at that agency during the debarment period. This
responsibility does not limit OPM's authority to exercise jurisdiction itself and take any action OPM deems
appropriate.

§ 731.206 Reporting requirements.
Agencies must report to OPM the level or nature, result, and completion date of each background investigation or
reinvestigation, each agency decision based on such investigation or reinvestigation, and any personnel action
taken based on such investigation or reinvestigation, as required in OPM issuances.
[76 FR 69608, Nov. 9, 2011]

Subpart C—OPM Suitability Action Procedures
§ 731.301 Scope.
This subpart covers OPM-initiated suitability actions against an applicant, appointee, or employee.

§ 731.302 Notice of proposed action.
(a) OPM will notify the applicant, appointee, or employee (hereinafter, the “respondent”) in writing of the
proposed action, the charges against the respondent, and the availability of review, upon request, of the
materials relied upon. The notice will set forth the specific reasons for the proposed action and state that
the respondent has the right to answer the notice in writing. The notice will further inform the respondent
of the time limit for the answer as well as the address to which an answer must be made.
(b) The notice will inform the respondent that he or she may be represented by a representative of the
respondent's choice and that if the respondent wishes to have such a representative, the respondent must
designate the representative in writing.
(c) OPM will serve the notice of proposed action upon the respondent by mail or hand delivery no less than 30
days prior to the effective date of the proposed action to the respondent's last known residence or duty
station.
(d) If the respondent encumbers a position covered by this part on the date the notice is served, the
respondent is entitled to be retained in a pay status during the notice period.
(e) OPM will send a copy of the notice to any employing agency that is involved.

§ 731.303 Answer.
(a) Respondent's answer. A respondent may answer the charges in writing and furnish documentation and/or
affidavits in support of the answer. To be timely, a written answer must be submitted no more than 30
days after the date of the notice of proposed action.
(b) Agency's answer. An employing agency may also answer the notice of proposed action. The time limit for
filing such an answer is 30 days from the date of the notice. In reaching a decision, OPM will consider any
answer the agency makes.

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§ 731.304 Decision.
The decision regarding the final suitability action will be in writing, be dated, and inform the respondent of the
reasons for the decision and that an unfavorable decision may be appealed in accordance with subpart E of this
part. OPM will also notify the respondent's employing agency of its decision. If the decision requires removal, the
employing agency must remove the appointee or employee from the rolls within 5 work days of receipt of OPM's
final decision.

Subpart D—Agency Suitability Action Procedures
§ 731.401 Scope.
This subpart covers agency-initiated suitability actions against an applicant or appointee.

§ 731.402 Notice of proposed action.
(a) The agency must notify the applicant or appointee (hereinafter, the “respondent”) in writing of the
proposed action, the charges against the respondent, and the availability for review, upon request, of the
materials relied upon. The notice must set forth the specific reasons for the proposed action and state
that the respondent has the right to answer the notice in writing. The notice must further inform the
respondent of the time limit for the answer as well as the address to which such answer must be
delivered.
(b) The notice must inform the respondent that he or she may be represented by a representative of the
respondent's choice and that if the respondent wishes to have such a representative, the respondent must
designate the representative in writing.
(c) The agency must serve the notice of proposed action upon the respondent by mail or hand delivery no
less than 30 days prior to the effective date of the proposed action to the respondent's last known
residence or duty station.
(d) If the respondent is employed in a position covered by this part on the date the notice is served, the
respondent is entitled to be retained in a pay status during the notice period.

§ 731.403 Answer.
A respondent may answer the charges in writing and furnish documentation and/or affidavits in support of the
answer. To be timely, a written answer must be submitted no more than 30 days after the date of the notice of
proposed action.

§ 731.404 Decision.
The decision regarding the final action must be in writing, be dated, and inform the respondent of the reasons for
the decision and that an unfavorable decision may be appealed in accordance with subpart E of this part. If the
decision requires removal, the employing agency must remove the appointee from the rolls within 5 work days of
the agency's decision.

Subpart E—Appeal to the Merit Systems Protection Board

5 CFR 731.404 (enhanced display)

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5 CFR Part 731 (up to date as of 4/27/2023)
Suitability

5 CFR 731.501

§ 731.501 Appeal to the Merit Systems Protection Board.
(a) Appeal to the Merit Systems Protection Board. When OPM or an agency acting under delegated authority
under this part takes a suitability action against a person, that person may appeal the action to the Merit
Systems Protection Board (hereinafter “Board”).
(b) Decisions by the Merit Systems Protection Board.
(1) If the Board finds that one or more of the charges brought by OPM or an agency against the person is
supported by a preponderance of the evidence, regardless of whether all specifications are
sustained, it must affirm the suitability determination. The Board must consider the record as a
whole and make a finding on each charge and specification in making its decision.
(2) If the Board sustains fewer than all the charges, the Board must remand the case to OPM or the
agency to determine whether the suitability action taken is appropriate based on the sustained
charge(s). However, the agency must hold in abeyance a decision on remand until the person has
exhausted all rights to seek review of the Board's decision, including court review.
(3) Once review is final, OPM or an agency will determine whether the action taken is appropriate based
on the sustained charges and this determination will be final without any further appeal to the Board.
(c) Appeal procedures. The procedures for filing an appeal with the Board are found at part 1201 of this title.

Subpart F—Savings Provision
§ 731.601 Savings provision.
No provision of the regulations in this part is to be applied in such a way as to affect any administrative proceeding
pending on June 16, 2008. An administrative proceeding is deemed to be pending from the date of the agency or
OPM “notice of proposed action” described in §§ 731.302 and 731.402.

5 CFR 731.601 (enhanced display)

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