Describe Respondent’s procedures Sample Clauses

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. The timing of background and drug screenings can be customized to suit The State of Florida's requirements. Beacon Hill’s client-specific on-boarding processes are designed around both our own minimum standards, along with each client and position’s unique requirements. For each client unique position/job description, we create a customized on-boarding checklist and required workflow process. If the workflow is not completed in our system, the assignment is not allowed. Our client-specific background check options are described in detail throughout this document; specifically pertaining to positions of special trust and potential security clearance requirements, Beacon Hill will leverage our Government Services division, which has placed hundreds of security-cleared professionals at state and federal government agencies including US intelligence agencies, and maintains strict hiring standards that ensure our consultants’ demonstrated ability to uphold security requirements and maintain trust. Specific screening steps that go above and beyond those already listed throughout our proposal include, but are not limited to:  Security Clearance screening, candidates are cross referenced in JPAS  COI screening, candidates are introduced to the Beacon Hill COI requirements for the account  Revolving door screening, candidates are questioned for previous government project experience  Drug and Alcohol screening via the security clearance standards  Criminal background screening via the security clearance standards  Education verification screening via the security clearance standards  Employment verification screening via the security clearance standard

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. 4Ci understands the importance of keeping the State informed during and post completion of background checks process. As per our standard employment best practices we conduct background checks on every new hire. Our standard background screening policy comprises of following checks: SSN verification, education verification, license verification, professional reference checks, criminal record checks (county, state, federal, national), SEC checks, FDA debarment, OFAC verification, GSA excluded parties list, and employment verification, and drug testing. 4Ci shall include fingerprinting as part of their background screening process. State request for background screening of special trust positions shall be managed as follows: ▪ First and foremost, to avoid any miscommunication or employment related issues 4Ci shall pre-inform every prospective hire of background screening process and type of background checks performed during sourcing phase and shall obtain written consent beforehand. ▪ 4Ci will establish State of Florida specific background check criteria, such as sharing list disqualification instances, fingerprinting, drug testing with our external background check agency ▪ Background screening shall be initiated upon selection of staff or within 2 hours of receiving client request. External background check agency shall email online link to 4Ci staff for uploading information required for background screening, drug testing, fingerprinting etc. ▪ 4Ci staff shall submit all requested information within 12 hours of receiving the request from external agency. ▪ Information submitted by 4Ci staff is validated, verified by 4Ci HR Manager for accuracy and completeness. Once verified and approved by 4Ci HR external agency starts the background screening process. ▪ Estimated timeline for completion of background screening from this point forward is 5 to 10 business days. ▪ Daily updates on background check progress are shared with client. ▪ Any delay in background check process is communicated to client, promptly. ▪ Negative findings identified during background screen process are communicated to State for adjudication. ▪ Any situations that require obtaining exceptions from client are communicated promptly. For example; inability to complete (a) employment verification for reasons such as company no longer in business or (b) academic verification ...

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. When required background checks will be initiated to ensure potential unauthorized criminal misconduct is halted and avoid negligent hiring. This is a more in depth screening performed within close proximality of the candidates location. This would include fingerprint-based searches of records maintained by the Florida Department of Law Enforcement, national FBI criminal history searches, and county criminal record searches through local courts or law enforcement agencies. Using these precautions will prevent potential issues and create an alert in rejecting the candidate.

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening.

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. DigitalUs shall, in a timely manner, conduct background checks for verification of, but not limited to: • Social security number verification • Criminal history check • Sex Offender Registry check • Employment Verification • Education Verification

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. At Amzur, we will follow the guidelines and requirements of the individual agencies. If a customer’s designation of a job as one of special trust then we let the candidate know about it and make sure that the Amzur’s Response to Information Technology Staff Augmentation Services – 3rd Bid consultant will be following the procedures of Level 2 Background screening policy- includes fingerprinting for statewide criminal history records checks through the Department of Law Enforcement (FDLE), and national criminal history records checks through the Federal Bureau of Investigation (FBI), and may include local criminal records checks through local law enforcement agencies and make sure that the consultant is completely those on compliant basis in addition to all the below process that they need to complete.

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. As prescribed by the IT Staff Augmentation Services RFQs, for any positions designated as special trust, either a security check Level I (state-wide background) or Level II (national background and fingerprint investigation) is conducted as part of the staffing process. Potential candidates are advised that a background investigation and fingerprinting will be required. Perspecta’s process requires that resources for positions with a special trust designation schedule an appointment with the appropriate office right away to complete the necessary forms to initiate the background investigation and fingerprinting required for proper clearance. Clearance background checks typically are completed within 3 weeks of initiation; however, they may take longer due to backlogs and candidate responsiveness. Any person who is required to undergo a security background investigation and who refuses to cooperate in such investigation, or refuses to submit fingerprints, will be disqualified from working in a position of special trust. • Upon identification of a potential candidate for a position that requires one of special trust, our recruiters submit qualified candidates and phone screen notes directly to the hiring manager. • If the hiring manager is interested in the candidate, the recruiter sends the Personnel Evaluation Form (PEF) via iCIMS, if applicable, or manually via email to the candidate. • If sent manually to the candidate, the recruiter must make sure they provide explicit instructions for the candidate to return the PEF to our Security Team. The candidate has the option to: – Email the password-protected PEF to the provided email address or – Fax the PEF to the security team. • If sent via iCIMS, completion and submission is handled electronically through the applicant tracking system. • Security will review the returned PEF and reach out to the candidate to conduct a security prescreen. • After completion, Security delivers the generic results to the recruiter. • The recruiter will follow up with candidate and disposition him/her appropriately—for example, scheduling onsite interviews or decline moving them forward.

Describe Respondent’s procedures to timely accommodate a Customer’s designation of a job as one of special trust that requires a background screening. Xxxxxxx will look for a suitable resource having prior experience being in “special trust jobs” or similar high security or confidentiality positions. Xxxxxxx will also make sure the candidate signs an NDA that would be effective through the contract as well as some time afterwards. Xxxxxxx has partnered with several leading Drug and Background check providers to ensure a timely and thorough drug and background check is completed on the candidate before the candidate is hired and submitted for the project. These checks may include the following determinations as required by the special trust positions  Misconduct or negligence in employment  Criminal or dishonest conduct  Material, intentional false statement, deception or fraud in examination or appointment  Refusal to furnish testimony as required for the investigation  Alcohol abuse or Illegal use of narcotics, drugs, or other controlled substances  Knowing and willful engagement in acts or activities designed to overthrow the US government by force  Any statutory or regulatory bar that prevents the lawful employment Any candidate that fails this test will be deemed ineligible to proceed forward. Section (B) Respondent’s Principal Personnel Principal personnel’s name, education, credentials and certifications, job title, years of IT experience, and number of years employed with the Respondent. Principal personnel’s name: Xx Xxxxxx Xxxxxxx o Education: Bachelor of Engineering (B.E) in Computer Science, Master of Business Administration, Executive MBA o Credentials and certifications: - Certified IT Enterprise Resource Planning (ERP) Professional. - Certified Data Management Professional. - ITIL certified practitioner. - Criminal Justice Information System (CJIS) certified. - HIPAA trained and certified. - Customer Relationship Manager (CRM) Professional. - Contract management trained Professional. o Job title: President and Contract Manager. o Years of IT experience: 23 years o Number of years employed with the Respondent: 12 years. Principal personnel’s name: Xx Xxxxx Xxxxxxx. o Education: Master of Business Administration, MBA o Credentials and certifications: - 15 years in HR and Recruiting - IT Technical Recruiting Specialist - Psychologist - Behavioral Event Interviewing - CJIS and HIPAA trained. - Customer Relationship Manager (CRM) Professional. - Contract management trained...