Federal managers need to check references when making hiring
decisions and be willing to provide accurate job-related
information about current and former employees when asked,
according to the most recent Issues of Merit newsletter from
the Merit Systems Protection Board.
It said candidate-supplied descriptions of training,
experience and level of competence are the basis for whether
they advance in the hiring process for further review, and
that there is little to prevent exaggeration or untruth at
that stage.
MSPB said it has begun looking into how best to solicit and
provide performance information in connection with reference
checking.
However, it said checking references takes time and
supervisors may be reluctant to speak honestly if it hurts
a subordinate’s chances of getting a new job — particularly
if the candidate is a weak employee. Also, a supervisor may
fear reprisal, legal or otherwise if the candidate does not
get the job, said MSPB.
It also noted that some supervisors could be bound by
agreements allowing a problem employee to leave a job with
the understanding that if the supervisor is called for a
reference, no negative comments would be provided, underscoring
the need to follow up thoroughly on references.
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