Is Low Performance Considered Misconduct on the Security Clearance eQIP?

A single, isolated employment issue typically does not impact eligibility for a security clearance. However, a pattern of misconduct can, and failing to disclose such issues when required will certainly affect eligibility.

A ClearanceJobsBlog subscriber writes:

One of the questions on the eQIP (I think that’s the one) asks: “For this employment, in the last 7 years have you received a written warning, been officially reprimanded, suspended, or disciplined for misconduct in the workplace, such as a violation of security policy?”

This person had a written warning for PERFORMANCE (i.e. not able to perform their job), but not for misconduct. They responded with “NO”, since theirs was about performance and not misconduct.

To me, that doesn’t sound like stretching the truth – when someone asked me if that was the right answer, I agreed, but I’d like to get someone’s take on it.

When filling out the security clearance application, particularly the Standard Form 86 (SF-86) or eApp, it’s important to carefully consider whether a written warning for performance should be reported. The form asks about various employment issues, including whether you’ve ever been fired, left a job under unfavorable circumstances, or received formal disciplinary action. If the written warning was officially documented or related to serious or ongoing performance concerns, it may need to be disclosed. This is especially true if it was part of a broader pattern of disciplinary issues. Honesty and full disclosure are critical during the clearance process—failing to report something that later comes to light can have more serious consequences than the issue itself.

Marko Hakamaa notes, “If it is a one-time incident with no past or recent similar conduct then it should not prevent you from being clearance eligible.”

Performance and misconduct are generally not the same, but poor performance can sometimes be treated similarly to misconduct—especially if it’s chronic, negligent, or willfully noncompliant. The question on the form could be read as, “…in the last 7 years have you ‘received a written warning,’ or, ‘been officially reprimanded,’ or, ‘been suspended,’ or, ‘been disciplined for misconduct?’”

Better safe than sorry and report since background investigators receive access to employment records.

Hakamaa goes on, “Normally a one-time employment issue will not affect eligibility. A history of misconduct will. Not disclosing it when required will definitely affect eligibility.”