KeyPoint Government Solutions | Careers | Experienced OPM Investigator

Experienced OPM Investigators

We are currently seeking candidates with at least 18 months of consecutive OPM field investigative experience and less than 8 months of inactivity from OPM for positions throughout the United States. You work hard to protect our country, and we believe you should be rewarded for your commitment. This section of our Careers site highlights our commitment to seasoned OPM investigators and offers answers to FAQs about our OPM investigator role.

The value our investigators bring to KeyPoint is measured by the quality and timeliness of their work. KeyPoint’s experienced management team has developed reasonable expectations and a performance-based compensation system that enables investigators to be promoted through various compensation levels, ensuring that your pay corresponds to your efforts. We’ll work with you to determine the starting level that fits your experience and then your performance at KeyPoint will drive your future compensation.

Need more information? Just ask!

In addition to our recruitment team, we have experienced investigators, field managers and members of our leadership team who are available to speak with you openly and honestly about working at KeyPoint. Simply e-mail us (careers@keypoint.us.com) with your question and someone will contact you within 3 business days.

KeyPoint Government Solutions values your OPM experience and the background investigation industry values ours. We are a top-performing contractor on the current OPM contract and we work hard to exceed timeliness and quality expectations because we know the important work we do is critical to supporting national security.

Join our team today!

Investigator Position FAQ

Operations / Culture

Q: KeyPoint is a relatively young company. What are the prospects for its future?

A: KeyPoint has a bright future for a number of reasons: we’re growing, we’re efficient and we’re not your average government contractor.

First, our company holds diversified contracts across a variety of practice areas that bring added security to our business model. We have a large practice dedicated to background investigation work, but we also have emerging practice areas that support fraud detection and prevention; security design, consulting and training; criminal justice services; and other areas. This balance of diversified services positions our organization for a long and prosperous future.

Second, we have built-in efficiencies that help us stay lean and nimble. For example, we don’t have local-office overhead costs to carry. Instead, our operations are centralized, meaning our investigators submit paperwork via express shipping, which eliminates countless trips to a branch office to wrap up casework. In addition, we have a state-of-the-art, custom-to-OPM case management system that keeps our teams running efficiently.

Finally, we’re sized and led in a way that fosters a strong, close-knit culture. Elsewhere you may get lost among the masses, but here your skill and worth will be recognized. We’re very much focused on the people who do the meticulous casework, not just their numbers. Of course, we want high productivity – and we push our investigators to close cases, but we give a great deal of control to our experienced investigators because we know that they know what it takes to hit targets, and we let them get there the best way they know how.

Investigators are provided regular metrics and status charts to help them stay on course, and workload, field and case review managers collaborate with them to determine best courses of action to meet goals.

Q: How is KeyPoint structured with regard to casework submission and management since there aren’t local offices?

A: KeyPoint’s investigation operations are centralized, which reduces overhead costs and helps our organization run efficiently. Because we do not have local offices, paperwork and materials are shipped to and from investigators’ home offices. Investigators use prepaid labels to submit case materials to our headquarters office in Loveland, CO. All shipments are properly secured and tracked.

OPM management, field managers, workload managers and all support staff (HR, Recruiting, Training, IT, Accounting/Payroll, etc.) are located at the Program Management Office at the headquarters location.

Q: What is KeyPoint’s primary focus when it comes to casework? Does that focus change frequently, as it does at other organizations?

A: Both quality and timeliness are OPM contract specifications and therefore primary focal points for our work. KeyPoint’s promise to OPM, as a valued customer, is to meet their project requirements, standards and deadlines and as needed, we adjust our solutions to achieve success. KeyPoint believes that “Timeliness is met only when a quality report is delivered on time.” Our commitment to quality and integrity is paramount.

Our commitment to timeliness and quality is unwavering, however we are responsive to changes in the OPM contract that may require added focus, such as handbook changes, use of releases, obtaining certain records, etc. Any changes in direction will always be clear to investigators, as we deliver metrics to our investigators and follow a point system that illustrates where focus is needed to maintain standards and deadlines. However, because we know the work we do directly contributes to national security, we will never sacrifice quality for speed. We have comprehensive and innovative systems and processes that also help ensure accurate, timely case management and completion.

Q: My current employer provides a car for work purposes. Does KeyPoint provide a car?

A: KeyPoint has a car fleet and vehicles are available to investigators in eligible geographic areas. In other areas, our mileage reimbursement program is in place. Our recruiters can provide more information during the interview process.

Performance Expectations

Q: How does KeyPoint measure performance?

A: An investigator’s performance is reviewed quarterly by their Field Manager and is based on many factors. The performance indicators measured each quarter include Quality, Production (measured in source units), Timeliness on ACDs and CDs, Administrative Duties, Security Issues, Quality Control issues, and Communication. In addition, part of the quarterly performance cycle includes monthly metric reports that keep investigators fully informed about how they are performing against goals and standards. These reports provide an opportunity to see where investigators may need to make “on the fly” adjustments that may be needed throughout the quarter. Attention to the reports can help eliminate any surprises of unsatisfactory indicators at the end of the performance period.

Q: How flexible are KeyPoint’s deadlines, such as ACDs?

A: At KeyPoint, we understand that special conditions may affect an ACD, so we allow changes for some unplanned circumstances. For example, an ACD may change when an expedited or priority-driven case is added to an investigator’s workload, or when a subject/record/source is unavailable prior to the ACD. All of these circumstances are discussed on a case-by-case basis between investigators and their Field and Workload Managers, and adjustments on ACDs may be made as fairness dictates.

Compensation

Q: Does KeyPoint offer an annual increase in pay?

A: KeyPoint is a performance-based organization, therefore, we do not offer automatic, annual cost-of-living raises. Promotions and pay increases are based on the performance of the investigator and given when the investigator reaches and performs at the next pay level for at least six consecutive months. We have six pay levels for investigators. Those performing at the next level on average for at least six months are eligible to be promoted to that level. KeyPoint’s discretionary bonus structure also contributes to an investigator’s total compensation. Level advancements and pay increases are based on quarterly performance.

KeyPoint supports and encourages level advances because your individual success leads to organizational success. Our Field and Workload Managers work closely with investigators to help them ensure they are on target to achieve performance and compensation goals.

Q: Does KeyPoint pay bonuses in a timely manner?

A: Yes. KeyPoint offers discretionary bonuses to our employed field investigators, which are paid generally six weeks after the close of each quarter. We have consistently paid out performance-based bonuses each quarter since 2006, when the bonus program was first implemented.

KeyPoint understands that bonuses are an important part of a compensation package and we offer clear guidelines on how eligible individuals can achieve their quarterly bonus. Investigators are immediately eligible for a bonus consideration when they join KeyPoint. Of course, how quickly and how often the bonus is achieved is determined entirely by an individual’s performance. Every employed investigator who performs above expectation and has met all eligibility criteria will be eligible to receive bonus compensation.

The quarterly bonuses are discretionary, with a variety of factors affecting the individually determined amounts, including productivity, efficiency, quality, timeliness, leadership, professionalism, and innovation. Bonus award amounts are based on a performance chart and source units per hour and are not dictated solely by salary range. In addition, investigators are not competing with one another for “pooled money.” Quarterly bonuses can be as high as $5,000 or more, depending on performance. Our bonus philosophy is that the awards are incentives for efficient, productive work habits and reliable, accurate case management. High performers can earn generous bonuses.

Q: What growth opportunities does KeyPoint offer for the investigator position?

A: Depending on an individual’s goals, there are growth opportunities at the Program Management Office in Colorado. If relocation to Colorado is not desired, we offer other ways to expand within the investigator role. High-performing investigators may earn key/desirable assignments, such as training roles. They could explore becoming a trainer in the field or a classroom trainer at the headquarters office. Other expanded duties you could apply for include work in a variety of quality control or investigator support capacities.

KeyPoint wants its employees to thrive in their role and be challenged by their work, so we encourage active involvement in career management. Employees may explore opportunities within the organization where their talents and interests fit.

Q: As an experienced investigator, what does KeyPoint offer to equip me for success?

A: KeyPoint values professionals who bring experience in OPM investigations to our organization and we have many resources in place to ensure the transition to a new operations environment is a successful one. In addition to a designated Field Manager and Workload Manager, investigators have access to case reviewers, a fully staffed Investigator Help Team, computer support team dedicated specifically to investigators needs, and a Quality Control team

Work-Life Balance

Q: I am not required to travel with my current employer; will I have to travel with KeyPoint?

A: At KeyPoint, we hire investigators based on geographic demand, ensuring proper and balanced coverage and we work hard to ensure our employed investigators work where it’s most convenient for them. We have an efficient workload management system that helps us utilize our investigators efficiently, minimizing undesired and unnecessary travel.

Travel requirements vary by geographic area and fall into two categories: TDY (travel well outside your normal work area) and Itinerary Travel (local travel).

Overall, we look for voluntary travelers and among those who go on the road, we make sure to rotate personnel so the same investigators aren’t consistently away from home. TDY will first be offered, but in some cases may be assigned. KeyPoint tries to minimize the need for TDY through efficient workload management and recruitment. TDY travel is generally for about three weeks, with flexibility to stay longer if needed or desired. If travel is required for longer than three weeks, we ensure you get home after three weeks before returning to travel. In some cases, travel time may be shorter.

Itinerary travel is area-specific and requires short overnight stays, from one to four nights on average. This travel is usually to locations within driving distance of your normal geographic area. For example, in Minnesota, our employed investigators have a broader area to cover and may spend four to six nights per month on the road. But again, we work hard to utilize local, available resources to minimize the need for travel.

Q: What are the overtime (OT) expectations at KeyPoint?

A: Work-life balance is an important part of KeyPoint’s employment philosophy. To date, we have never mandated overtime across the board. Because keeping our commitments to clients is important, and because there may be times when case volumes are higher than anticipated, we have required OT in certain locations for up to several weeks at a time. This expectation is one that carries throughout the organization, as salaried and hourly staff are sometimes asked to put in extra time when special circumstances warrant it.

When overtime becomes necessary for KeyPoint to meet customer targets, it is usually offered as an option to investigators who show interest in additional work and who have approval from their field manager. OT is only extended to “mandatory status” when/if the timely delivery of casework to a client is at risk. Adding OT hours to TDY assignments is common, as it helps shorten the amount of time an investigator spends away from home. In most cases this is no more than 10 hours per week.

Overall, we respect our employees’ personal time and encourage anyone who has concerns about OT assignments to speak openly to their management team.

Q: What is KeyPoint’s philosophy on vacation time usage – if I’ve earned it, can I use it any time?

A: KeyPoint encourages colleagues to use vacation time, but we also strive to maintain adequate staffing levels that equip us to meet client and customer obligations. We offer personal leave for unexpected circumstances. Vacation and personal time must be pre-approved by a Field Manager prior to taking the time, except to accommodate emergencies, illness or personal/family issues that come up unexpectedly.

All leave requests are considered thoughtfully and we work hard with all of our employees to satisfy their requests, but approvals may depend on workload in an area or TDY assignments that may be affected by an extended absence. There have been times when we have asked employees to shorten or rearrange vacation plans to accommodate a special circumstance, but we try not to decline requests without compelling business reasons. Additional vacation and leave-accrual topics may be discussed during the interview process.

Affirmative Action/Equal Employment Opportunity Employer