Skip to content
 
 

Conviction history review

The City is required to evaluate the background of each employee. This is a requirement imposed by laws at the State and local levels. In some cases, State and Federal laws prohibit individuals with certain convictions from holding particular positions, these are known as statutory bars.

Review process

1. LiveScan appointment

When instructed, visit our office to have a digital scan of your fingerprints taken using optical technology, no ink.

2. Record check

Your fingerprints are securely transmitted to the California Department of Justice and the Federal Bureau of Investigation for review and comparison. These agencies will provide a report of results back to the City, typically within 48 hours, for review.

The presence of a conviction does not immediately prohibit City employment.

3. Conviction history review

The City's conviction history team will review the report that was provided by the California Department of Justice and the Federal Bureau of Investigation against that particular requirements of the position. In addition to statutory bars, the team is looking for a "nexus" or intersection between convictions and job duties, system and other access, and equipment requirements.

Important information

To help you navigate this process, we have provided the answers to some frequent questions about the conviction history review process.

Why is a conviction history review required?

State and local laws require the City and County of San Francisco (the City) to consider each selected candidate's conviction history to determine whether the nature of their conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the position for which they have applied. For some City positions, State or Federal law may also require a background check based on a statutory bar.

Will an arrest or conviction automatically prevent me from being hired?

An arrest or conviction history, generally, does not automatically prohibit you from City employment. The City looks at conviction history on a case-by-case basis and evaluates several factors related to the conviction (or arrest, in limited circumstances) in determining your suitability for the position. Those factors include the following:

  1. Nature and gravity of the offense.
  2. Degree to which the arrest or conviction is related to the duties and responsibilities of the position.
  3. Time elapsed since the arrest or conviction.
  4. Age when arrested or convicted.
  5. Frequency of convictions.
  6. Evidence of rehabilitation.
  7. Any other mitigating circumstances.

For some City positions, State or Federal law may bar individuals with certain convictions from working in those positions depending on the nature of the work and the work location. If a candidate has a conviction history that makes it illegal to work in a certain classification or position, then they may not work in that particular position. However, it does not automatically bar them from City employment in other classifications or positions.

What usually impacts City employment decisions?

Arrests

  • In general, arrests are not considered in determining a candidate’s suitability for employment. However, arrests may affect employment decisions, as permitted by law, for specific positions such as peace officers;
  • If you are applying for a position with regular access to patients at a health care facility (as defined in Health and Safety Code Section 1250), you are required to disclose an arrest under any section as specified in Penal Code Section 290; or
  • If you are applying for a position with access to drugs and medication at a health care facility (as defined in Health and Safety Code Section 1250), you are required to disclose an arrest under any section specified in Health and Safety Code Section 11590.

Convictions

Any conviction(s) determined to be in conflict with the duties and responsibilities of the position for which you applied will be considered in determining your suitability for employment. Such determinations are made on a case-by-case basis and are specific to the position for which you applied.

Note: candidates for positions as peace officers or for positions with a criminal justice agency (as defined in Penal Code Section 13101) are subject to disclosure requirements.

What records are not considered?

Arrests

Any arrest or detention that did not result in a conviction is not considered during a conviction history review, unless the position is with a criminal justice agency or subject to Health and Safety Code Section 1250.

Convictions

The following convictions are not considered:

  1. Any conviction resulting in a referral to or participation in any pretrial or post trial diversion program;
  2. Any conviction where you have successfully completed a deferred entry of judgment program;
  3. Any conviction where the Court has ordered the record sealed, expunged or statutorily eradicated;
  4. Any conviction for a traffic offense where the fine was less than $400;
  5. Any misdemeanor conviction for which probation was successfully completed or otherwise discharged and the case has been judicially dismissed under Penal Code Section 1203.4;
  6. Any conviction issued by a juvenile (under 18 years old) court, unless the job announcement identifies particular convictions that relate to that particular classification or position, regardless of age when convicted.

What options do I have if I was not hire because of my arrest or conviction history?

If it is determined that you are not eligible for a position based on your conviction history, that determination only pertains to that specific position; you are not automatically excluded from any other position(s) with the City and County of San Francisco. Additionally, you may appeal the decision to the Civil Service Commission (Commission). Individuals who are not eligible for a position based on conviction history will receive specific instruction on how to file an appeal. Appeals must be received in writing within five business days of the date of the Conviction History Notice of Determination.

 
File a compliant
SF.gov Article

Can I have an arrest or conviction removed from my record?

Clean Slate is a program of the San Francisco Public Defender’s Office that can help people “clean up” their criminal records. For more information about the program, please contact the San Francisco Public Defender’s Office at (415) 553-9337.

 
Clean slate program
SFPublicDefender.org

What is a statutory bar?

Statutory bars to employment exist for certain positions, and if a person is convicted of specific offenses, that person is automatically ineligible for the job. Statutory bars are federal, state, or local laws that automatically disqualify applicants from positions that have certain responsibilities, such as supervising minors.

Common statutory bars

  • California Law Enforcement Telecommunications System (CLETS) - Prohibits all personnel (including non-criminal justice, volunteer personnel, and private vendor technical or maintenance personnel) with a felony conviction from having physical access to CLETS.
  • Public Resources Code 5164 - Prohibits the City from hiring individuals (including volunteers) with certain criminal backgrounds to work with children in recreational areas.
  • Prison Rape Elimination Act (PREA) - Prohibits the City from hiring anyone who may have contact with inmates, who possess certain sex convictions specified in the regulation.
  • IRS Publication 1075 - Applies to all current and prospective City employees, volunteers, contractors, and subcontractors that have access to Federal Tax Information (FTI).
  • North American Electric Reliability Corporation (NERC) - Applies to employees working in bulk power systems and treatment plants at the Public Utilities Commission (PUC).