DHS Hiring And On-Boarding Process
Privacy Impact Assessmentfor theDHS Hiring and On-Boarding ProcessDHS/ALL/PIA-043April 22, 2013Responsible OfficialCatherine V. EmersonChief Human Capital OfficerOffice of the Chief Human Capital Officer(202) 282-8000Reviewing OfficialJonathan R. CantorActing Chief Privacy OfficerDepartment of Homeland Security(202) 343-1717
Privacy Impact AssessmentDHS-Wide, Hiring and On-Boarding Process PIAPage 1AbstractThe Department of Homeland Security (DHS), including its components, is committed tohiring and retaining a qualified and dedicated workforce of almost a quarter million federalemployees. To coordinate the hiring and on-boarding process for new and prospective DHSemployees, DHS relies on the Chief Human Capital Officer and Component Human CapitalOfficers throughout the Department to serve as their component hiring authorities. DHS hiringauthorities are responsible for posting vacancy announcements, producing certificates of referralfor hiring managers, and extending tentative and final job offers to new employees. DHS isconducting this Privacy Impact Assessment (PIA) because these activities require DHS hiringauthorities to receive Personally Identifiable Information (PII) from job candidates and newemployees during the hiring and on-boarding processes within the DHS-wide organization.OverviewThe Department of Homeland Security (DHS) has a vital mission: to ensure a homelandthat is safe, secure, and resilient against terrorism and other hazards. This requires the dedicationof more than 240,000 employees in jobs that range from aviation and border security toemergency response, from cybersecurity analyst to chemical facility inspector. The mission ofthe Office of the Chief Human Capital Officer (OCHCO) and its respective DHS componenthiring authorities, is to conduct all hiring, on-boarding, and career process-related activities forall DHS organizations. To further its mission of recruiting and hiring qualified and dedicatedemployees, OCHCO and the component human capital officers collect and use PII from allprospective and new employees of the Department.While DHS employees focus on protecting the American people, reducing the risk ofterrorist attacks, securing U.S. borders, and enhancing the nation’s preparedness and responsecapabilities, the DHS hiring authorities focus on the human capital solutions DHS needs to besuccessful. Each DHS component has its own hiring authority, with OCHCO serving as thehiring authority for the DHS headquarters components only. This PIA describes the generalhiring and on-boarding process for all potential DHS employees, since the purpose of collectionand uses of information is similar regardless of DHS hiring authority. The specific IT systemsused by the individual DHS component hiring authorities to complete the hiring and on-boardingprocess are detailed in the Appendix.Within each DHS hiring authority, Human Resources (HR) Specialists implement thefederal government human resources functions of the Department. HR Specialists and programmanagers are responsible for classifying, evaluating, and assessing positions within theDepartment, and conducting job analyses to develop effective recruitment, selection,performance management, and career development methodologies. HR Specialists at each DHShiring authority fulfill the following requirements under the Office of Personnel Management’s(OPM) delegated examining authority:
Privacy Impact AssessmentDHS-Wide, Hiring and On-Boarding Process PIAPage 21. Recruitment and public notice: Members of the public must have an opportunity tocompete for most vacant positions. DHS hiring authorities are responsible forproviding public notice of the opportunity to compete by listing all jobannouncements on USAJOBS.gov. 12. Establishing an agency policy on accepting and processing applications: DHS hiringauthorities are responsible for establishing policies and procedures for accepting andprocessing applications from all applicants, including status applicants, 2 and clearlyspecifying filing instructions and conditions in the job announcement.3. Assessment instruments and forms: DHS hiring authorities acquire and maintainadequate supplies of the forms necessary for conducting examining operations.4. Rating and ranking applications: DHS hiring authorities screen applications forminimum qualifications, rate applications, rank eligible candidates based on theirratings, apply veterans’ preference, and notify the applicants of the status of theirapplications.5. Screening for potential suitability concerns: DHS hiring authorities partner with theirrespective Personnel Security Officer to screen for and evaluate suitability issues incases involving applicants for most competitive service positions (some must bereferred to OPM). 36. Issuing certificates: DHS hiring authorities issue certificates of eligible candidates(lists submitted to hiring managers) and establish procedures for how to object or passover certain candidates.7. Auditing, accountability, and recordkeeping: DHS hiring authorities must keepaccurate accounting and recordkeeping for standard reporting requirements to OPM.In accordance with the authority granted to DHS hiring authorities by OPM as thedelegated examination authority for the Department, all hiring authorities must fulfill the civilservice hiring requirements of DHS. To accomplish this mission, DHS leverages existinginformation technology resources from OPM. For non-Executive candidates for employmentwith DHS, a typical hiring and on-boarding interaction has several stages.1USAJOBS.gov is the federal government’s website for posting civil service job opportunities with federalagencies. The site is operated by the OPM. For additional information, please �Status” or “Competitive Status” means a person’s basic eligibility for assignment (for example, by transfer,promotion, reassignment, demotion, or reinstatement) to a position in the competitive service without having tocompete with members of the general public in an open competitive examination. Once acquired, status belongs tothe individual, not to the position. (5 U.S.C. § 3304(a)).3Section 3301 of title 5, United States Code, directs consideration of “age, health, character, knowledge, and abilityfor the employment sought.” E.O. 10577 (codified in relevant part at 5 CFR 1.1, 2.1(a) and 5.2) directs OPM toexamine “suitability” for competitive federal employment. “Suitability,” refers to those determinations based on aperson’s character or conduct that may have an impact on the integrity or efficiency of the service. (5 CFR pt. 731).
Privacy Impact AssessmentDHS-Wide, Hiring and On-Boarding Process PIAPage 3Vacancy Announcement ProcessFirst, a hiring manager submits a request to fill or create a position through his or herassigned HR Specialist. HR Specialists work with the hiring manager to determine theappropriate position classification (title, series, grade level), qualification requirements, and payplan (General Schedule or other pay system) prior to the development of the vacancyannouncement. The announcement is created in OPM’s USA Staffing or the MonsterGovernment Solutions application and then posted on USAJOBS.gov. USAJOBS.gov is theU.S. Government’s official system for federal jobs and employment information and is ownedand operated by OPM. USAJOBS.gov delivers a service by which federal agencies meet theirlegal obligation to provide public notice of federal employment opportunities to federalemployees and U.S. citizens. HR Specialists use USAJOBS.gov to advertise DHS jobs, locatecandidates for employment consideration, and manage the recruitment and hiring processthrough the web interface. Additionally, the USAJOBS system gives job seekers the ability tocreate and advertise their resumes, search government jobs, and apply for a job directly throughthe web interface.All applicants for federal employment must create a profile within USAJOBS.gov. Toapply for a position with DHS, potential applicants must also create a profile and upload theirbasic contact information and supporting documents (which include PII), such as resume orproof of veteran’s preference, to Application Manager. Application Manager is a standalone,browser-based online tool owned and managed by OPM that is used exclusively by applicants toapply for federal jobs. DHS uses Application Manager, but federal agencies may opt to use othersystems. Applicants may upload resumes, as well as create profiles containing their PII usingApplication Manager, for review by the hiring agency. Application Manager is used to collectinformation directly from individuals applying for federal jobs to determine if their qualificationsmeet the minimum qualification requirements for the vacancies for which they have applied.USA Staffing and Monster Government Solutions is used by the HR Specialists to createand post the job announcement on USAJOBS.gov and to access the information collected byApplication Manager to analyze and rate job applicants. Applicant information uploaded intoApplication Manager is made available to HR specialists via secure login to the USAStaffing/Monster Government Solutions application. Information uploaded into ApplicationManager, either as the applicant profile or supporting documents, are then accessed by HRSpecialists through the USA Staffing tool to rank and rate eligible candidates for the position.Selection ProcessCandidates are rated and ranked by HR Specialists based on their answers to questionsspecific to each job posting, their previous experience, special qualification, and entitlements(such as Interagency Career Transition Assistance Program (ICTAP) Eligibles) to determine theCertificate of Referral. 4 The Certificate of Referral is generated from the criteria publicized in4Also referred to as “Certificate of Eligibles” in the Delegated Examining Operations Handbook: A Guide for
Privacy Impact AssessmentDHS-Wide, Hiring and On-Boarding Process PIAPage 4the job announcement such as: job series, grade, whether the position is temporary or part-time,and duty location(s). These criteria are part of the screening process used by HR Specialists inidentifying who will be on the Certificate of Referral sent to the hiring manager.The Certificates of Referral, application question answers, and applicant resumes are thenmade available to the recruiting administrative points of contact (POC) and hiring managers viaSelection Manager, 5 a module of USA Staffing, also owned by OPM. Of note, not allcomponents use Selection Manager, however their processes are the same. HR Specialists alertthe administrative POCs and hiring managers via email that their selections are ready andavailable for download by the hiring manager. The hiring manager is able to view the applicantprofile created in Application Manager (or component staffing solution) and applicant resumes.Hiring managers have access to all documents submitted as part of the application process, andmay either print the application materials or view them online, schedule and conduct interviews,and then indicate their candidate choices via Selection Manager (or component staffing solution).After the hiring manager conducts the interview process and selects a candidate, the HRSpecialist confirms the hiring selection complies with OPM-issued federal hiring guidelines.Non-SelecteesInformation submitted by non-selected applicants is maintained on a rankings list, whichincludes the applicant’s name, phone number, and address. This information is retained by thehiring authorities for both internal and OPM audits for a period of no more than three years fromthe date of collection.Suitability Determination Process: Background Investigation, Drug Testing, and SecurityCheckWhen a candidate has been selected by the hiring manager and the HR Specialistcompletes his or her confirmation of hiring guidelines, DHS sends a Pre-EmploymentNotification email to the candidate, informing him or her of the pre-selection and requesting thecompletion of the background questionnaire within the Electronic Questionnaires forInvestigations Processing system (eQIP) 6, and the attached DHS 11000-5, Pre-screen forClearance Form. A separate email is sent to the candidate containing the password to open theattachment.Five items are required from the candidate to initiate the background investigation andsecurity check:Federal Agency Examining Offices (May 2007), available athttp://www.opm.gov/deu/handbook 2007/deo handbook.pdf.5Selection Manager is an application that is part of the USA Staffing program. It is an online, browser-based toolprovided and managed by OPM.6eQIP is a secure website managed by OPM that is designed to automate the common security questionnaires usedto process federal background investigations. For additional information, please seehttp://www.opm.gov/privacy/PIAs/eQIP.pdf.
Privacy Impact AssessmentDHS-Wide, Hiring and On-Boarding Process PIAPage 51. SF-86, Questionnaire for National Security Positions (or the SF-85P, in thealternative);2. DHS 11000-9, DHS Credit Release Form;3. Form (OF) 306, Declaration for Federal Employment;4. Copy of resume; and5. Fingerprint receipt from the respective Personnel Security Office (received after thefingerprinting appointment has been completed), or Form FD258 or two SF-87fingerprint cards completed by a local police department.The candidate is requested to complete the SF-86 or the SF-85P in electronic format ineQIP. An eQIP account is created in advance by the applicable Personnel Security Office onbehalf of the candidate (using Form 11000-5 prepared by the HR Specialist based on informationwithin USA Staffing or Monster Government Solutions), and a candidate must log into eQIPwithin a specified timeframe (usually 3 days, but in some instances up to 10 days) after receivingthe notification email or the account will be deleted. After the candidate has filled out eQIP, theinformation is submitted via eQIP to the respective component Personnel Security Offices sothey may perform background checks on the selected candidates. Further, the candidate isrequested to either be fingerprinted on Form FD258 or SF-87 fingerprint cards through thecomponent Personnel Security Offices or with his or her local police department.In addition to the five items cited in this section, DHS components may have additionalrequirements for selectees such as fitness and medical standards, or oral board interviewsdepending on the requirements of that particular position. See the Appendix for more detailsconcerning additional requirements of DHS component covered by this PIA. Most DHScomponents also require employee drug testing in accordance with Executive Order 12564, DrugFree Federal Workplace. 7Hiring authorities throughout DHS have their own procedures for interaction with therespective Personnel Security Offices. Regardless of hiring authority, any PII sent from thePersonnel Security Office or hiring authority must be a password-protected and encrypted PDFfile within an email. When candidates return information to hiring offices, it is returned viaemail. The candidate may choose to password protect and encrypt the PII he or she returns toDHS.Entry on Duty (EOD)Pending the completion of their background check, selected applicants receive a finaloffer email or letter from DHS confirming their official position, grade, salary, and job locale.Any terms and conditions of employment are also stated in the final offer email or letter, as wellas their scheduled EOD date. Candidates also receive blank benefits and payroll forms via this7Executive Order 12654, Drug Free Workplace, 51 Fed. Reg. 32889 (Sept. 15, 1986), also available ation/executive-order/12564.html.
Privacy Impact AssessmentDHS-Wide, Hiring and On-Boarding Process PIAPage 6email attachment or letter. These forms are detailed in Section 1.5. Candidates are instructed tobring completed forms to DHS orientation for the on-boarding process.During orientation, selected candidates are required to complete and submit these onboarding forms to the HR Specialists and respective benefits specialists. These on-boardingforms are collected, with the requisite information entered into U.S. Department of Agriculture’s(USDA) National Finance Center (NFC)’s payroll system, “EmpowHR” 8 or sent to the healthinsurer as required. Of note, some DHS components are still using NFC’s older payroll system:Entry, Processing, Inquiry and Correction (EPIC) System. The original forms are either uploadedto Electronic Official Personnel Folders (eOPF) or destroyed, in keeping with OPM’s Guide toPersonnel Record Keeping (GPR) 9 and DHS records retention policies.Executive HiringThere may be different processes for Executive Hiring within DHS, depending on thecomponent. However, all component hiring authorities and processes collect the same PII onindividuals within their respective processes. The following example is used at DHS HQ, and theprocedure is similar throughout DHS components:OCHCO Executive Resources (ER) division conducts Senior Executive Service (SES)and political staffing and develops SES, Senior Level (SL) and Scientific and Professional (ST)position policy for the Department. In its efforts to further the Department’s mission, OCHCOER collects and uses PII from prospective and current employees whose hiring and ongoingtracking is within ER’s purview. The executive hiring process is functionally similar to thecompetitive service process for civil service applicants, but is managed by Executive ResourcesHR Specialists.For Senior Executives, PII is collected in the same manner as for the civil serviceapplicants via Application Manager. ER HR Specialists download this information from theUSA Staffing tool. ER HR Specialists use the PII to create screening panel packages andCertificates of Referral and present these to administrative POCs and hiring managers via theirsecure DHS email. Interviews for SES candidates are conducted via structured interview panels.Once hiring managers make their selections, the PII is managed internally within ER to maketentative and final job offers.8Human Capital Management System (EmpowHR) is owned and operated by the U.S. Department of Agriculture(USDA) National Finance Center. EmpowHR provides web-based management functions to allow USDA and itscustomers to access federal employee, applicant, contractor, and affiliate information from a centralized databasemaintained by their human resources and/or contracting departments. System functionality includes recruitment,position classification, HR processing, strategic workforce reporting, training and employee development, employeeand labor relations, employee benefits administration, succession planning, employee performance andaccountability, and organizational management. Employees can view their own personal information, andsupervisors can review useful information about their employees.9The Guide to Personnel Recordkeeping, The Office of Personnel Management, (June 1, 2011, Version 13),available at l-recordkeeping/recguide2011.pdf.
Privacy Impact AssessmentDHS-Wide, Hiring and On-Boarding Process PIAPage 7Benefits ProcessingDuring orientation, new employees are required to complete and submit on-boardingforms either in person, by fax, or via an official DHS IT system or application managementsystem to the respective employee processing divisions and the employee benefits divisions oftheir respective hiring authorities. On-boarding forms are collected by the benefits specialists,who manually key in the information from the forms into one of USDA’s front end payrollsystems (either EmpowHR or EPIC). The original forms are uploaded to eOPF (if appropriate)and internal DHS hiring authority IT systems (deta
Suitability Determination Process: Background Investigation, Drug Testing, and Security Check When a candidate has been selected by the hiring manager pecialist and the HR S completes his or her confirmation of hiring guidelines, Employment DHS sends a Pre-
DHS uses Application Manager, but federal agencies may opt to use other systems. Applicants may upload resumes, as well as create profiles containing their PII using Application Manager, for review by the hiring a
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