I did a search and couldn't find a related thread for this topic, so apologies if this is a redundant question.
It's my understanding that with the exception of intelligence-related positions, a former applicant can obtain internal records related to their application. There are lots of caveats, polygraph and psychological results may be protected, all names and information that could identify a confidential source will be redacted, etc. However, the basic stuff, like emails, shouldn't be exempt from disclosure under the Privacy Act.
It's also my understanding that when you do this, it's a surefire bridge-burner with that agency. Nearly every agency has a policy of reserving the right to not willingly disclose information about factors contributing to an adverse employment decision, so it's not surprising that they wouldn't be pleased if you forced them to.
My question is, how would obtaining my BI information from a completed application process look to other agencies?
For context, I have applied to the same agency twice in the last few years, and have been determined "Not Best Qualified" for unspecified background reasons both times. I am interested in starting processes with other agencies, but I believe my chances of success would be considerably higher if I knew what to address/work to mitigate in future background processes. Also, I'm just really curious. However, I don't want to rock the boat too much. Feedback from BI's and those who make suitability determinations at their depts would be greatly appreciated.
It's my understanding that with the exception of intelligence-related positions, a former applicant can obtain internal records related to their application. There are lots of caveats, polygraph and psychological results may be protected, all names and information that could identify a confidential source will be redacted, etc. However, the basic stuff, like emails, shouldn't be exempt from disclosure under the Privacy Act.
It's also my understanding that when you do this, it's a surefire bridge-burner with that agency. Nearly every agency has a policy of reserving the right to not willingly disclose information about factors contributing to an adverse employment decision, so it's not surprising that they wouldn't be pleased if you forced them to.
My question is, how would obtaining my BI information from a completed application process look to other agencies?
For context, I have applied to the same agency twice in the last few years, and have been determined "Not Best Qualified" for unspecified background reasons both times. I am interested in starting processes with other agencies, but I believe my chances of success would be considerably higher if I knew what to address/work to mitigate in future background processes. Also, I'm just really curious. However, I don't want to rock the boat too much. Feedback from BI's and those who make suitability determinations at their depts would be greatly appreciated.
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