Source: https://kcnfdc.com/blog/what-is-a-suitability-determination/
Timestamp: 2019-04-19 14:31:26+00:00

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What is a Suitability Determination? | Kalijarvi, Chuzi, Newman & Fitch, P.C.
(8) Any statutory or regulatory bar which prevents the lawful employment of the person involved in the position in question.
(7) The absence or presence of rehabilitation or efforts toward rehabilitation.
5 C.F.R. § 731.202(c). The standard for determining suitability is simply whether “the action will protect the integrity or promote the efficiency of the service.” 5 C.F.R. § 731.201. That is, OPM or the agency may determine a new employee, i.e., one who has worked for the government for less than a year, is “unsuitable,” if they can show that doing so “will protect the integrity or promote the efficiency of the service.” 5 C.F.R. § 731.201.
OPM has developed a chart for evaluating suitability for new employees. At the top, and requiring referral to an adjudicator, is “Any evidence of dishonesty or fraud in the competitive examination or appointment process (such as falsification of application).” The chart below is divided into Major and Substantial Issues, for which referral is required if within the last three years; Moderate Issues, for which referral is required when there are two or more issues; and Minor Issues, for which referral is required if there are three or more within the last three years. This referral process is straightforward.
Agencies can begin suitability considerations at any point in the hiring process, although the investigation does not typically begin until after the employee is hired, and a determination under 5 C.F.R. § 731 must be completed within the first year of a federal employee’s employment.
If the agency (or OPM) determines to take a suitability action under 5 C.F.R. § 731, it may remove the new hire from federal employment or even debar them for up to three years. However, a person subject to a suitability action has procedural rights. The Agency must give reasonable notice in writing, stating the specific reasons for the decision. It must give notice that the employee has a right to review “the materials relied upon”; to an attorney; and to time to prepare a response. The response must be in writing and may be accompanied by documents and affidavit in support. The agency must retain the individual in pay status during the response time.
Applicants and new hires may appeal an unfavorable suitability determination to the Merit Systems Protection Board, which will ensure that the procedural requirements (notice, answer, etc.) have been met.
Employees who have passed their probationary period are also subject to the suitability procedures. Prior to 2015, OPM’s suitability regulations had held that non-probationary employees whom OPM removed (or ordered an agency to remove) on suitability grounds were not entitled to appeal their removal to the Merit Systems Protection Board. In Archuleta v. Hopper, the U.S. Court of Appeals for the Federal Circuit held that OPM could not issue regulations that modified a statute. Because non-probationary employees are permitted to appeal their removal to the MSPB, the Court rejected OPM’s regulation. As the result, a non-probationary employee who is removed on suitability grounds may appeal that removal, and not just the procedures, to the MSPB.

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