Federal Job Applicants Keep Using the Familiar Security Questionnaire
Published Date: 11/12/2026
Notice
Summary
The Office of Personnel Management (OPM) is keeping the current security questionnaire (SF 86) for national security jobs just as it is, while working on a newer, cooler version called the Personnel Vetting Questionnaire (PVQ). This means anyone applying for these jobs will keep using the old form until the new system is ready. You can share your thoughts on this by December 14, 2026, but no changes or extra costs are happening right now.
Analyzed Economic Effects
4 provisions identified: 3 benefits, 1 costs, 0 mixed.
Time Burden to Complete SF‑86
If you must complete the SF 86, OPM estimates 150 minutes (2.5 hours) per respondent. The agency estimates 495,924 respondents and a total burden of 1,239,810 hours for this collection.
SF‑86 Renewed; No Changes Now
OPM is renewing the current Questionnaire for National Security Positions (Standard Form 86, SF 86) without any changes and applicants will continue using the SF 86 until the new Personnel Vetting Questionnaire (PVQ) is developed and implemented in the National Background Investigation Services (NBIS). This renewal does not make any changes or add costs at this time and OPM is accepting public comments through December 14, 2026.
No Need to Lift Credit Freeze
Under the stated policy, security freezes do not block access to credit reports for employment, tenant, or background screening purposes, so individuals are no longer required to lift a credit freeze during a background investigation; the SF 86 instructions were updated to reflect this change.
Electronic NBIS eApp Reduces Questions
The National Background Investigation Services (NBIS) electronic application (eApp) is the primary system used to collect SF 86 data and uses branching logic to tailor questions to each individual's responses, which reduces the number of irrelevant questions and varies the estimated burden based on personal history.
Personalized for You
How does this regulation affect your finances?
Personalize government policy and PRIA will tell you what this federal register document means for your household, plus every other regulation we track. PRIA reads each provision against your financial profile to show you exactly what matters to your wallet.
Key Dates
Department and Agencies
Related Federal Register Documents
2026-22093, Personnel Management in Agencies: Strategic Human Capital Management
Starting November 30, 2026, Federal agencies will follow a fresh, simpler set of rules to manage their people better. This update gives agency HR leaders more power, cuts down on paperwork, and improves employee surveys to build a stronger, smarter workforce. These changes affect all Federal agencies and aim to save time and boost performance without extra costs.
2026-21316, Managing Senior Professional Performance
Starting November 18, 2026, senior professionals—those top experts just below the Senior Executive Service—will get a fresh, sharper way to review their work. This new rule makes their performance appraisals more like the SES system, removes old limits on rating scores, and boosts oversight to keep things fair and clear. Agencies can expect smoother, more meaningful reviews that better match these pros’ big responsibilities, with no extra costs announced.
2026-19222, Employment in the Excepted Service
The Office of Personnel Management is updating rules for excepted service jobs, including special hiring paths and administrative law judge appointments. These changes make hiring clearer and fairer, keep veterans’ rights safe, and modernize how some jobs convert to career positions. If you work in or apply for these jobs, check out the new rules and share your thoughts by November 17, 2026!
2026-18800, Reduction in Force; Correction
The Office of Personnel Management fixed a mistake in a recent rule about job cuts and career help for federal workers. They accidentally removed important details about who counts as 'displaced' when facing job loss. This correction, effective September 15, 2026, puts those details back so employees know when they qualify for special support during layoffs.
2026-18828, Shared Certificates and Pooled Hiring Actions
Starting October 15, 2026, federal agencies can team up better when hiring by sharing job candidate lists, making the process faster and smoother. This change helps agency leaders work together using shared certificates for both competitive and excepted service jobs. If you’re involved in federal hiring, get ready for easier collaboration and send your feedback by November 16, 2026!
2026-16687, Differential Pay for Prescribed Wildland Fire Activities
Starting September 14, 2026, federal employees who work on planned wildland fires will get a 25% pay boost for their risky fireline duties. This new rule affects General Schedule and Federal Wage System workers who help control these fires, making their tough jobs a bit more rewarding. It’s a win for firefighters who keep our forests safe with planned burns!
Previous / Next Documents
Previous: 2026-23043, Notice of Receipt of Complaint; Solicitation of Comments Relating to the Public Interest
The U.S. International Trade Commission got a complaint about certain organ preservation systems, claiming they break trade rules. This affects companies like Paragonix Technologies and Traferox Technologies, with possible import bans and legal orders coming soon. The public and other parties have a chance to share their thoughts before any decisions, so keep an eye out for deadlines and potential impacts on trade and business.
Next: 2026-23045, Wooden Cabinets and Vanities and Components Thereof From the People's Republic of China: Final Results of Antidumping Duty Administrative Review, 2024-2025
The U.S. Department of Commerce found that some Chinese exporters sold wooden cabinets and vanities at unfairly low prices from April 2024 to March 2025. Because of this, certain importers will face updated antidumping duties starting November 12, 2026, to keep things fair for U.S. businesses. This means some companies might pay more when bringing these products into the U.S.