DCBS requires employment-related criminal background checks for all positions because of the job duties. Individuals offered employment for DCBS positions will complete a fingerprint-based criminal background check.
DCBS recruiting announcements include a statement that the position being recruited for is subject to a background check for any convictions directly related to its duties and responsibilities. Only job-related convictions will be considered and will not automatically disqualify the candidate.
Under Department of Administrative Services (DAS) OAR 125-007-200, DCBS has the authority to conduct fingerprint-based criminal background checks through the FBI.
All positions at DCBS are subject to a fingerprint-based criminal background check. The recruiting announcement will include the following statement:
This position is subject to a fingerprint background check for any convictions directly related to its duties and responsibilities. Only job-related convictions will be considered and will not automatically disqualify the candidate.
It will only take a few minutes to fill out the request form. You will receive an email with instructions on how to make an appointment (no waiting in line) at a location convenient to you. Once your fingerprints have been taken, they will be sent electronically to the Oregon State Police.
Our vendor has several locations around the state (and nationally). You will receive email instructions on how to make an appointment at a location convenient for you.
All criminal background checks are run by the Oregon State Police, ID Services Section in Salem, Oregon. They have access to all state and federal records.
A conviction of any felony or misdemeanor will be evaluated using the criteria described in OAR 125-007 and ORS 181A. The criteria includes: nature of the crime, passage of time since the commission of the crime, and the relevancy of the criminal conviction history to the specific requirements of the position.
No. Fingerprints and criminal background checks conducted for employment will be paid for by DCBS.
DCBS does not require another fingerprint or background check if the initial check was completed within 12 months of the last position change.
If the criminal background check was completed outside this time period, another criminal background check may be required. You will be notified by the background check coordinator if a criminal background screening needs to be completed.
Background check coordinator(s) will review criminal records and conduct fitness determinations. If necessary, the human resources director, division administrator, or deputy administrator may also be involved in the fitness determination. No other managers or employees will be given any information regarding the criminal background check or criminal record.
Fingerprints are electronically submitted to the Oregon State Police by the vendor, Fieldprint, but are maintained for six months. After that period of time, they are destroyed. All other criminal background check-related information, including request forms and criminal records, will be destroyed within 90 days of the approval date of the final selected candidate, final disposition, or closure of any appeal.
You will not receive notification if you are determined to be fit for the position, but you will receive a certified letter if, through the fitness determination, it is determined you are not fit for the position. The letter will include information about how to contest the outcome.
A candidate or employee who is determined not fit is entitled to challenge the fitness determination. To do so, they must request a contested case hearing in writing, which must be received by Employee Services within five working days from the date on the fitness determination notice or the postmark date, whichever is later.
DCBS has no jurisdiction over allegations that the criminal history information received from Oregon State Police (OSP), the Federal Bureau of Investigations (FBI), or other entities is inaccurate, incomplete, or maintained in violation of any federal or state law. The employee must make any such challenge directly to the reporting agency. Any challenge will be done at the employee’s own expense.