The OPM released a Federal Employment Guide for Second Chance Applicants, stating in a cover note to agencies that “Qualified individuals, despite their criminal records, not only deserve a second chance, but also have a lot to offer to the federal government”.
The handbook, aimed primarily at candidates as a public, outlines the provisions of the Fair Employment Competition Act 2019, which states that in general a criminal record should not be an automatic disqualification. “Agencies are generally required to make tentative selections from among the highest-scoring candidates who can meet the job requirements. These candidates may include people with criminal records,” he says.
He notes that criminal history could be disqualifying during the fitness determination phase; by law, however, these determinations must consider factors such as the nature and seriousness of the conduct, the time that has elapsed, and the nature of the occupation, among other factors. However, some laws prohibit federal employment based on the crime committed or the type of position sought.
The handbook was released as part of a larger administrative initiative on the employment of people with criminal records, including investing in job training and intensive rehabilitation in federal prisons, providing new funding for the workforce, promotion of hiring by federal contractors, expansion of “second chance” scholarship programs, and more.
In 2019, the OPM published a similar but less detailed guide called the Second Chance Act Federal Job Search Guide under that law, as well as guidance under a 2018 executive order with similar goals.
Meanwhile, the OPM proposed rules in Wednesday’s (April 27) Federal Register to implement the 2019 law, which expanded on similar policies first established by a presidential memo in 2016 by adding some considerations and requiring the OPM to establish procedures for applicants or current employees. allege violations.
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Federal Employee Handbook 2022