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Chance to Compete Act of 2022
8/2/2023, 6:30 PM
Summary of Bill HR 6967
The bill also includes provisions to ensure that individuals with criminal records are not unfairly discriminated against in the hiring process. Employers are required to consider the relevance of an individual's criminal history to the job they are applying for, and are prohibited from using blanket policies that automatically disqualify individuals with criminal records.
Additionally, the Chance to Compete Act of 2022 includes measures to provide support and resources for individuals with criminal records who are seeking employment. This includes funding for job training programs, reentry services, and other initiatives aimed at helping individuals with criminal records successfully reintegrate into the workforce. Overall, the Chance to Compete Act of 2022 seeks to promote fair hiring practices and give individuals with criminal records a second chance to compete for job opportunities. By removing barriers to employment for individuals with criminal records, the bill aims to reduce recidivism rates and promote economic opportunity for all Americans.
Congressional Summary of HR 6967
Chance to Compete Act of 2022
This bill modifies examination requirements and other components of the federal hiring process for positions in the competitive service.
Specifically, the bill provides that a qualifying examination includes a résumé review that is conducted by a subject matter expert. Additionally, beginning two years after the bill's enactment, the bill prohibits examinations from consisting solely of a self-assessment from an automated examination, a résumé review that is not conducted by a subject matter expert, or any other method of assessing an applicant's experience or education; an agency may waive these requirements when necessary but must report any such waivers.
Agencies may use subject matter experts to develop position-specific technical assessments that allow applicants to demonstrate job-related skills, abilities, and knowledge; assessments may include structured interviews, work-related exercises, procedures to measure career-related qualifications and interests, or other similar assessments. The bill also allows agencies to establish talent teams to support and improve hiring practices.
The Office of Personnel Management (OPM) must create online platforms through which agencies may share and customize technical assessments and share the résumés of qualifying applicants. The OPM must also create online platforms with information about (1) the types of assessments used and hiring outcomes, (2) educational requirements for certain positions and related justifications, and (3) authorities and programs that support agency recruitment and retention.
