United States Postal Service: Company Profile & Background Check FAQs

The Postal Service traces its roots to 1775, when the Second Continental Congress appointed Benjamin Franklin as the first Postmaster General, and postal service became a permanent fixture of the federal government with the Post Office Act of 1792. The modern USPS was created by the Postal Reorganization Act, which transformed the old Post Office Department into an independent establishment of the executive branch in 1971. USPS is headquartered in Washington, DC, is self-funded primarily through the sale of postage, products, and services, and operates under a universal service obligation to serve every American address.

The scale of the operation is enormous. According to USPS postal facts, the agency delivered to approximately 170.4 million delivery points in fiscal year 2025, operated 30,972 retail offices, and maintained 236,347 delivery routes across the United States. USPS reported 531,261 career employees in 2025, and it also relies on non-career workforce categories such as city carrier assistants, rural carrier associates, postal support employees, and mail handler assistants, which are common entry points into postal careers.

USPS roles span far more than the familiar letter carrier. The workforce includes mail processing clerks and mail handlers in plants, retail associates in post offices, truck drivers and vehicle maintenance technicians, custodians, engineers, IT professionals, inspectors, and administrative staff. Because postal employees handle the public's mail, and many drive postal vehicles daily, screening is a formal, standardized part of the federal hiring process.

Company culture and employee programs: As a federal employer, USPS offers structured pay scales, union representation for most craft positions, and defined paths from non-career to career status. Career employees are generally eligible for federal-style benefits, while non-career roles have more limited benefits that vary by position. Veterans may receive preference in hiring under federal law. Common entry-level roles include:

Yes. Employers in the postal and delivery industry, including the United States Postal Service, are legally permitted to conduct background checks on job candidates. Private-sector screening through a consumer reporting agency is governed by the Fair Credit Reporting Act (FCRA), which requires disclosure, consent, and adverse action procedures. As a federal entity, USPS also follows federal hiring and suitability procedures, which include criminal history reviews, and roles involving driving include a review of the applicant's driving record.

Yes, USPS is widely reported to screen applicants as a standard part of its hiring process, which is consistent with federal employment practice. Postal screening typically includes a criminal history review and, for driving positions, a motor vehicle record review, along with employment history verification. Certain positions may involve additional review, and the exact process may vary by role, facility, and the sensitivity of the position, so applicants should follow the instructions in their job posting and pre-hire communications.

The USPS hiring process runs through the agency's online job portal. Candidates create a profile, apply to specific postings, and, for many roles, complete a Virtual Entry Assessment. Applicants who advance may be invited to an interview or directly to pre-employment steps, which commonly include a criminal background review, a drug screen, and, for driving roles, a review of the applicant's driving record and a road test in some cases. Candidates who clear screening receive job offers contingent on completing orientation and any required training.

USPS is generally reported to require applicants to pass a pre-employment drug screening, consistent with its status as a drug-free workplace employer. Requirements can vary by position, and safety-sensitive roles, such as those involving commercial driving, are subject to additional federal drug and alcohol testing rules. Applicants should review their pre-hire instructions for specifics on when and where testing occurs.

Timelines vary based on the applicant's history, the jurisdictions that must be checked, and hiring volume at the facility. Some candidates clear screening in a matter of days, while others, particularly those with long multi-state address histories or records that require manual review, may wait longer. Candidates who want to understand what drives screening timelines can review background check turnaround times.

Screening components depend on the position. For postal roles, a background review may include some or all of the following:

Applicants should read all pre-employment forms carefully to understand which checks apply to their position.

Lookback periods depend on the type of check and applicable rules. When a consumer reporting agency prepares a report, the FCRA generally limits reporting of most negative information to seven years, with criminal convictions often reportable for longer depending on state law. Federal suitability reviews follow their own standards and may consider an applicant's recent history of employment and conduct, commonly focusing on the past several years. Applicants with older records should be prepared to provide accurate information and context if asked.

USPS does not automatically disqualify applicants with criminal records, and suitability decisions are generally made case by case. Reviewers typically consider the nature and seriousness of the offense, how much time has passed, evidence of rehabilitation, and the duties of the position. Federal hiring practices and many state and local "ban-the-box" laws delay criminal history inquiries until later in the hiring process. Applicants with records should answer all questions truthfully, since dishonesty on a federal application can itself be disqualifying.

Applicants will be asked to authorize screening and to provide accurate personal information, typically including full legal name, date of birth, Social Security number, address history, and employment history. Driving positions require a valid driver's license and a driving record that meets postal safety standards. Providing complete, accurate information helps the review move quickly and avoids delays caused by mismatched records.

The Fair Credit Reporting Act is a US federal law that governs how consumer reporting agencies collect, use, and share background check information. When an employer uses a consumer reporting agency, it must obtain written consent before running the check, and before taking adverse action it must provide the candidate a copy of the report and a summary of rights, along with an opportunity to dispute inaccurate information. For a detailed overview of the Fair Credit Reporting Act (FCRA) and EEOC guidance on using criminal records in hiring, review Checkr's introduction.

Running a personal background check with Checkr lets you preview what USPS may see and helps you identify potential inaccuracies before they affect your application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.