BOP Program Statement 3330.02 § 6

The Department of Justice has issued an opinion that a temporary appointment is not subject to the

maximum entry age, as the age limit applies to the initial permanent appointment to a law

enforcement position.

P3330.02 7/25/2016 16

Section 7. Physical Requirements for Institution Positions

1. PURPOSE AND SCOPE

All positions located in correctional institutions are hazardous duty law enforcement officer positions,

and require individuals to be physically able and medically qualified to perform correctional work

safely and successfully. These positions require a physical examination after a conditional offer of

employment has been extended and have higher physical requirements than non-law enforcement

officer positions.

This program meets the intent of the Americans with Disabilities Act of 1990, and the

requirements of the Rehabilitation Act of 1973, as amended.

Directives Referenced

5 CFR, Part 339

OPM Qualification Standards Operating Manual

Program Statement Physical and Medical Standards for Newly Hired Correctional

Employees (11/19/96)

2. PHYSICAL STANDARDS

Incumbents of positions in correctional institutions are considered law enforcement officers and must

be alert at all times and able to recognize and respond effectively to emergencies. Inability to respond

to an emergency may jeopardize the security of the institution and the safety of staff and inmates.

Applicants entering on duty and non-law enforcement employees selected for a law enforcement

position after January 1, 1997, must meet the medical guidelines and physical standards established

under the Qualification Standard for Positions Requiring Collateral Correctional Skills, and in the

Program Statement Physical and Medical Standards for Newly Hired Correctional Employees.

Current employees in law enforcement positions are not normally subject to a further physical

examination. However, notwithstanding a temporary disability, and in accordance with the

Americans with Disabilities Act of 1990 and the requirements of the Rehabilitation Act of 1973, as

amended, employees must be able to perform the following physical activities:

■ Walking for up to one hour.

■ Standing for up to one hour.

■ Seeing a human figure at a distance of one-fourth of a mile.

■ Seeing a target at a distance of 250 yards.

■ Hearing and detecting movement.

■ Hearing commands and radio broadcasts.

P3330.02 7/25/2016 17

■ Ability to use various firearms, including pistols, rifles, and shotguns.

■ Ability to perform self-defense movements.

■ Running an extended distance.

■ Dragging a body an extended distance.

■ Carrying a stretcher with one other person.

■ Ability to smell smoke and drugs.

■ Climbing stairs.

■ Lifting objects weighing 25 pounds.

The enforcement of the above physical requirements must be equitably applied to all institution staff.

3. ACTION BY THE MEDICAL OFFICER

Each applicant and non-law enforcement employee must be evaluated based on the physical

requirements for law enforcement positions and the abilities of the individual. The Medical Officer

determines the individual’s ability to perform the duties of the position, based on a medical history

report and physical examination. The Medical Officer makes a recommendation to retain the

applicant for employment based upon his/her findings from the medical evaluation.

The selection of a non-law enforcement employee into a law enforcement position is contingent upon

a satisfactory medical evaluation and successful completion of the Introduction to Correctional

Techniques Program.

The procedures described herein are separate from periodic assessments of correctional institution

staff and their ability to perform the essential functions of their positions, with or without

reasonable accommodation.

P3330.02 7/25/2016 18

Section 8. Travel and Transportation for Interviews

1. PURPOSE AND SCOPE

Payment of travel expenses for interviews for any position is permitted. There are no restrictions

on the grade level or determination of a shortage category.

Directives Referenced

5 CFR 572

Federal Travel Regulation

Program Statement BOP Temporary Duty (TDY) Travel Regulation

2. PROCEDURES

The selecting official may authorize payment of interview expenses for a vacancy being filled under

his/her selection authority, subject to the availability of funds. There is no special funding for this

purpose. Effective management of resources would suggest that payment not be made when there

are other similarly qualified candidates who are willing to pay their own expenses.

P3330.02 7/25/2016 19

Attachment A SECURITY AGREEMENT ON THE CONTROL OF TEST MATERIALS

FEB 16

U.S. DEPARTMENT OF JUSTICE FEDERAL BUREAU OF PRISONS

1. Purpose of Agreement

This agreement intends to protect the mutual interests of the United States Office of Personnel Management

(OPM) and the Federal Bureau of Prisons (BOP) using OPM-developed test materials. It also protects the

interests of persons who take such tests, in order that no person may gain special advantage by having improper

access to the material. For purposes of this agreement, test materials include written tests, directions for

conducting, candidate notes, answer sheets, and scoring keys.

2. Terms and Conditions

Under this agreement, the signer accepts, personally and on behalf of the BOP, responsibility for carrying out its

terms and conditions. The signer further agrees that all necessary administrative steps will be taken to ensure that

persons who have access to test materials will be informed of this agreement and will be required to comply with

it. Specifically, it is agreed that:

■ Test materials will be used only for the official purposes of the BOP in testing candidates for employment.

Under no circumstances will test materials be made available for purposes of study, copying, or publication.

■ The test materials in the possession of the BOP must be handled and stored in a manner that prevents

unauthorized persons from having access to them and in compliance with Chapter 300.201 of Title 5 Code of

Federal Regulations and any other guidance provided the BOP.

■ No official, staff member, consultant, or other employee of the BOP will loan, give, sell, or otherwise make

available test material to any other agency or unauthorized person, nor knowingly permit others to do so.

On behalf of the BOP, I accept the responsibility of serving as a test administrator. I agree to comply with the

terms and conditions of this agreement:

______________________________________________________________________________

(Signature) (Date)

Name: ________________________________________________________________________

Agency/Institution: ______________________________________________________________

Address: ______________________________________________________________________

Telephone: ____________________________________________________________________

Email: ________________________________________________________________________

P3330.02 7/25/2016 20

Attachment B

FEDERAL BUREAU OF PRISONS APPLICANT ASSESSMENT NOTICE

INSTRUCTIONS. Please complete and sign this document prior to taking the Applicant Assessment.

Assessment Date: _________________

Applicant Name: ____________________________________

Applicant SSN:

Assessment Location:

One requirement of the Bureau of Prisons hiring process is for applicants to complete the Applicant

Assessment. The assessment contains 30 scenarios. In each scenario, you are asked to take the role of an

employee in a correctional facility. You will read the scenario and then respond to questions that ask how you

would handle the situation described in the scenario. No special training or experience is required to answer the

questions. You must provide an answer to all assessment questions in order for the assessment to be complete.

You must pass the Applicant Assessment to be considered for employment with the Bureau of Prisons.

The assessment is valid for a period of twelve months. In the event that you do not pass the assessment, you may

retake the assessment in twelve months.

My signature below certifies that I agree to take the Applicant Assessment as a part of the Bureau of

Prisons hiring procedures and have received clarification on anything I did not understand.

I also certify if I have previously taken the Applicant Assessment at another Bureau of Prisons location

within the last twelve months.

[] I have not taken the Applicant Assessment within the last twelve months. Should it be

discovered that I failed the Core Value Assessment with the last months and failed to disclose

this information, I am aware that my consideration for employment may be adversely impacted.

[] I have taken the Applicant Assessment within the last twelve months.

Institution: _________________________

Date of last assessment: ______________

Applicant signature:

Signature date:

P3330.02 7/25/2016 21

Attachment C U.S. DEPARTMENT OF JUSTICE

FEDERAL BUREAU OF PRISONS

PANEL INTERVIEW WRITING SAMPLE

Applicant's Name: Date:

Position Applying

For:

INSTRUCTIONS TO APPLICANT: Bureau of Prisons employees are frequently required to write reports, make entries in

logs, and respond to correspondence. To help us evaluate your writing skills, please complete the following writing

exercise.

You will be presented with two videotaped correctional work scenarios. View the first scenario as practice only; do not

write about the first scenario. For the second scenario, imagine that you witnessed this situation at the institution. As a

witness, you would be required to write a report describing the situation for institution staff who were not present. For this

exercise, write a report for your supervisor discussing the videotaped scenario.

In preparing your report, remember that the report will be conveying critical information to your supervisor who was not

present during the incident. In order to be as thorough as possible when addressing the above questions, you may take

notes while viewing the video.

After viewing the video, you will be given 15 minutes to complete this exercise. Please limit your report to the space

provided below and on the continuation sheet.

PANEL INTERVIEW WRITING SAMPLE (continued)

Applicant's Name: _

Attachment D.

INSTRUCTIONS FOR ADMINISTERING THE PANEL INTERVIEW

The following instructions explain how to administer the panel interview and rate applicant acceptability.

Read these instructions each time you conduct a panel interview.

Also, review the Panel Interview Individual Rating Form before conducting the panel interview. The

rating form identifies the characteristics (KSAOs) that are being assessed. Keep all KSAOs in mind when

considering the applicant’s responses.

Presentation of Questions and Documentation of Responses

Using the Panel Interview Individual Rating Form. To begin, fill out the applicant’s name, the position

for which he/she is applying, and the date on the first page of the Panel Interview Individual Rating Form.

Use this form to record any notes taken during the interview.

Beginning the Panel Interview. Before the interview begins, review all available applicant information,

such as the employment application. To begin the interview, panel members introduce themselves to the

applicant. Ask general questions designed to put the applicant at ease. For example, the panel may ask

questions such as “Why do you want to work in corrections?” or open-ended questions regarding

education and work history. Panel members may document questions or responses for this portion of the

interview on the Panel Interview Individual Rating Form if they are important to your acceptability

determination.

At this time, ask follow-up questions you may have pertaining to the information provided in the

employment application. You may ask questions pertaining to any job-related work history or

background information that you feel needs to be addressed. Remember to keep in mind the general

interviewing guidelines when asking these questions, and make sure that all questions asked are job-related.

Presenting Job-Specific Questions. The purpose of these questions is to assess job-specific knowledge,

skills, and abilities, as opposed to those related to correctional work in general. The department head panel

member will be primarily responsible for asking these questions. When asking job-specific questions, the

panel must ask similar job-related and non-discriminatory questions of all applicants for a specific

vacancy.

For correctional officer applicants, the correctional work situation questions also function as job- specific

questions. Therefore, additional job-specific questions (aside from any follow-ups to information

provided in the application materials) are not necessary. However, panel members may ask as many job-related questions as needed to allow them to make a good judgment regarding the acceptability of the

applicant.

Present the following instructions to the non-correctional officer applicant before asking the job-specific questions:

“This portion of the panel interview is designed to assess specific knowledge, skills, and abilities

required for the position for which you are applying. Please answer each question as completely

as possible. You may ask to have the questions repeated, if necessary. Do you have any

questions before we begin?”

Panel members should note both the applicant’s strengths and weaknesses based on his/her

responses to the job-specific questions in the “Job-specific KSAOs” section of the Panel Interview

Individual Rating Form. All panel members will use this information in determining the job-specific acceptability of applicants. However, panel members who lack sufficient knowledge of

the position being filled to make an acceptability determination must rate the applicant N/R.

Presenting Correctional Work Situation Questions. At this time, take the opportunity to

provide the applicant with a realistic job description related to working in a correctional setting.

Panel members describe general work aspects of which the applicant should be aware, including

issues related to working with inmates, ranging from daily stresses to more disturbing

interactions. Once the panel feels that they have adequately discussed the realities of working in a

correctional setting, they present the situation questions.

Present the following instructions to the applicant before asking the applicant the situation

questions:

“This portion of the panel interview is designed to assess your ability to respond to situations that

could occur in a corrections setting. We realize that you are not aware of Bureau policy and ask

that you respond to the questions based on what you think you would do if placed in the situation.

For each situation you will be asked to explain your response. Please attempt to do so as

completely as possible. The explanation of your response, more than the response itself, will

indicate the degree to which your answers demonstrate job-related abilities. Please be aware that

we may be taking notes as you respond. We will present each question to you, and you may ask

for the question to be repeated if necessary. Do you have any questions regarding the procedure

before we begin?”

Alternate the presentation of situation questions among the panel members so that each panel

member has the opportunity to ask approximately the same number of questions.

Present all situations to the applicant in the order in which they are provided on the Correctional

Work Situation Questions form. Ask the situation questions that are on the list. However, panel

members may ask additional job-related scenario questions if they are necessary to allow them to

make a good judgment regarding the acceptability of the applicant for work in a correctional

setting. When asking additional scenario questions, make sure they are job-related and non-discriminatory.

When presenting the situation questions to the applicant, interviewers may paraphrase the written

questions if they feel it would be easier for the applicant to understand. If the applicant hesitates

or misunderstands a question, prompting or clarification by the panel may be necessary.

Some situations contain two parts: one part requesting a response without knowledge of Bureau

policy, and one requesting a response after Bureau policy has been provided. Allow the applicant

to respond to the first part of the question before asking the second part. Present all situations

before attempting to rate the applicant’s abilities.

Ending the Panel Interview. Panel members should ask any follow-up questions that they feel

are necessary to make an adequate determination of the applicant’s acceptability. Keep in mind

the general interviewing guidelines when asking these questions.

Panel members should explore any possible behaviors that would not be appropriate for

correctional workers, such as anger, violent behavior, and potential susceptibility to corruption.

Therefore, they should ask any job-related questions that they feel are necessary to address

behavioral issues. For example, if a panel member senses that the applicant is prone to anger

easily, he/she may ask questions pertaining to how the applicant has dealt with anger in past work

situations. However, no questions shall be asked regarding medical history or mental health

history.

The applicant is then informed of and given the opportunity to ask questions of the panel

members, to discuss anything not previously addressed in the interview, or to provide any

information the applicant feels is pertinent. Once you have completed the panel interview,

dismiss the applicant before completing the rating forms described below.

Assessing Writing Sample

After the applicant has been dismissed, the panel will receive a copy of the applicant’s writing

sample from HR staff. Each panel member must read the writing sample before rating the

applicant on correctional work KSAOs (described below). Note any comments concerning the

writing sample in the “KSAO #6” section on the Panel Interview Individual Rating Form. Refer

to these comments when rating the applicant’s writing skills.

Rating of KSAOs by Individual Panel Members

On the first page of the Panel Interview Individual Rating Form, make sure you have filled out the

applicant’s name, the position for which application is made, and the date. After the applicant has

responded to all of the situations, use this rating form to rate the applicant’s relevant abilities.

The first rating assesses the applicant’s acceptability on job-specific KSAOs. The four-point

rating scale ranges from “Unacceptable” to “Excellent,” with an option for “Not Rated,” if the

panel member lacks sufficient knowledge of the position to make an acceptability determination.

Next, each correctional work KSAO is presented. A 3-point rating scale ranging from

“Unacceptable” to “Excellent” follows each correctional work KSAO. To use this scale, circle

the one response that best represents the extent to which the applicant shows evidence of the

specified characteristic. If a rating of “Unacceptable” is given for any KSAO, be sure to explain

the reasons for the rating in the space provided.

When choosing your rating, do not consider whether the applicant’s responses were right or

wrong based on what would actually be expected on the job. The KSAOs will be used to rate the

applicant’s demonstration of the general abilities that would be needed in the situation. Job-related training will provide the specific instruction the applicant needs to apply those abilities

appropriately.

At the bottom of the form, provide your name, signature, and position title.

Documenting Panel’s Acceptability Determination

After panel members have separately rated all KSAOs, the Human Resource representative on the

panel completes the Panel Interview Assessment Form based on input from the other panel

members. To begin, fill out the name of the applicant, the position being applied for, and the

date.

Record each panel member’s rating for each KSAO in the rater columns on the form. Record an

overall assessment for each KSAO in the last column. The panel members must agree that the

applicant is either unacceptable or acceptable for each KSAO. In other words, two ratings must

be “Excellent” or “Acceptable” for the overall rating on a KSAO to be “Acceptable;” likewise,

two ratings must be “Unacceptable” for the overall rating on a KSAO to be “Unacceptable.” If

the panel cannot reach a unanimous decision through initial discussion, the applicant may be

called back for follow-up questions. (For job-specific KSAOs, unanimous agreement must be

reached among all panel members with enough knowledge of the position to rate the applicant.)

At the bottom of the form, the name and signature of the person completing the form must be

provided, along with the corresponding rater names and position titles.

If the applicant is acceptable on the job-specific KSAOs (non-correctional officer applicants only) and

all correctional worker KSAOs, then the applicant is acceptable and can be considered for employment

depending upon the suitability determination. One rating of “Unacceptable” in the overall assessment

column of the “Panel Interview Assessment Form” is enough to indicate the applicant is unacceptable

for employment.

After the interview is completed, the HR staff member responsible for coordinating the panel interview

is given copies of the instructions, the writing sample, the Correctional Work Situation Questions, and

the rating forms (both individual and assessment).

Attachment E PANEL INTERVIEW INDIVIDUAL RATING FORM – Set #1

U.S. DEPARTMENT OF JUSTICE

FEDERAL BUREAU OF PRISONS

Applicant’s Name: Date:

Position Applying For:

Each panel member comple tes this form for each applicant based on the applicant’s responses during the panel interview. Record job -

specific and correctional work KSAO ratings in the RATING column. Indicate any comments to support your ratings in the COMME NTS

column, including the source (e.g., application form, situation responses). Continue comments on the back of the page if more space is

needed.

U= Unacceptable A= Acceptable E= Excellent N/R= Not Rated

KSAO

RATING

COMMENTS

JOB-SPECIFIC KSAOs

(Only for non-correctional officer applicants)

U A E

N/R

CORRECTIONAL WORK KSAOs:

1. Ability to pay attention to detail.

QUESTION: 1

U A E

2. Ability to use time and resources effectively to meet

deadlines.

QUESTION: 2

U A E

3. Ability to reason soundly and think out practical solutions

to problems.

QUESTION: 3

U A E

4. Ability to act quickly and decisively under pressure while

adhering to emergency instructions.

QUESTIONS: 4 & 5

U A E

5. Ability to function effectively and make decisions

independently and objectively under trying circumstances.

QUESTIONS: 3, 4, & 5

U A E

6. Ability to effectively utilize data in writing concise, clear,

and understandable reports.

(SEE WRITING SAMPLE)

U A E

Name of person completing this form Signature Position Title

Attachment E PANEL INTERVIEW INDIVIDUAL RATING FORM – Set #2

U.S. DEPARTMENT OF JUSTICE

FEDERAL BUREAU OF PRISONS

Applicant’s Name: Date:

Position Applying For:

Each panel member comple tes this form for each applicant based on the applicant’s responses during the panel interview. Record job -

specific and correctional work KSAO ratings in the RATING column. Indicate any comments to support your ratings in the COMME NTS

column, including the source (e.g., application form, situation responses). Continue comments on the back of the page if more space is

needed.

U= Unacceptable A= Acceptable E= Excellent N/R= Not Rated

KSAO

RATING

COMMENTS

JOB-SPECIFIC KSAOs

(Only for non-correctional officer applicants)

U A E

N/R

CORRECTIONAL WORK KSAOs:

1. Ability to pay attention to detail.

QUESTION: 1

U A E

2. Ability to use time and resources effectively to meet

deadlines.

QUESTION: 2

U A E

3. Ability to reason soundly and think out practical solutions

to problems.

QUESTION: 3

U A E

4. Ability to act quickly and decisively under pressure while

adhering to emergency instructions.

QUESTIONS: 4 & 5

U A E

5. Ability to function effectively and make decisions

independently and objectively under trying circumstances.

QUESTIONS: 3, 4, & 5

U A E

6. Ability to effectively utilize data in writing concise, clear,

and understandable reports.

(SEE WRITING SAMPLE)

U A E

Name of person completing this form Signature Position Title

Attachment E PANEL INTERVIEW INDIVIDUAL RATING FORM – Set #3

U.S. DEPARTMENT OF JUSTICE

FEDERAL BUREAU OF PRISONS

Applicant’s Name: Date:

Position Applying For:

Each panel member comple tes this form for each applicant based on the applicant’s responses during the panel interview. Record job -

specific and correctional work KSAO ratings in the RATING column. Indicate any comments to support your ratings in the COMME NTS

column, including the source (e.g., application form, situation responses). Continue comments on the back of the page if more space is

needed.

U= Unacceptable A= Acceptable E= Excellent N/R= Not Rated

KSAO

RATING

COMMENTS

JOB-SPECIFIC KSAOs

(Only for non-correctional officer applicants)

U A E

N/R

CORRECTIONAL WORK KSAOs:

1. Ability to pay attention to detail.

QUESTION: 1

U A E

2. Ability to use time and resources effectively to meet

deadlines.

QUESTION: 2

U A E

3. Ability to reason soundly and think out practical solutions

to problems.

QUESTION: 3

U A E

4. Ability to act quickly and decisively under pressure while

adhering to emergency instructions.

QUESTIONS: 4 & 5

U A E

5. Ability to function effectively and make decisions

independently and objectively under trying circumstances.

QUESTIONS: 3, 4, & 5

U A E

6. Ability to effectively utilize data in writing concise, clear,

and understandable reports.

(SEE WRITING SAMPLE)

U A E

Name of person completing this form Signature Position Title

Pxxxx.xx MM/DD/YYYY 27

Attachment F

PANEL INTERVIEW ASSESSMENT

U.S. DEPARTMENT OF JUSTICE

FEDERAL BUREAU OF PRISON

Applicant’s Name: Date:

Position Applying For:

The Human Resources representative from the interview panel completes this form for each applicant, based on the ratings provided by all

panel members. Record each panel member’s individual job-specific and correctional work KSAO ratings from the Panel Interview Individual

Rating Form in the corresponding rater column. Indicate overall assessment in the last column.

KSA O

RATER # 1

RATER # 2

Ove rall

As s e ssment

J OB-SPECIFI C KSA Os

(non-correctional officer on l y)

U A E

N/ R

U A E

N/ R

U A

CORRE C TIONA L W ORK KSA Os:

1. Ability to pay attention to detail.

U A E

U A E

U A

2. Ability to use time and resources effectively to meet deadlines.

U A E

U A E

U A

3. Ability to reason soundly and think out practical solutions to problems.

U A E

U A E

U A

4. Ability to act quickly and decisively under pressure while adhering to

emergency instructions.

U A E

U A E

U A

5. Ability to function effectively and make decisions independently and

objectively under trying circumstances.

U A E

U A E

U A

6. Ability to effectively utilize data in writing concise, clear and

understandable reports.

(PER WRITING SAMPLE)

U A E

U A E

U A

Na m e Position Title

Ra ter

#1

Ra ter

#2

Na m e o f p e r s o n c om p l e tin g this form Signature Position Title

Attachment G PRE-EMPLOYMENT INTERVIEW WRITING SAMPLE

U.S. DEPARTMENT OF JUSTICE

FEDERAL BUREAU OF PRISONS

PRE-EMPLOYMENT INTERVIEW WRITING SAMPLE

Instructions to Applicant: Bureau of Prisons employees are frequently required to write reports, make entries in logs and

respond to correspondence. To help us evaluate your writing skills, please write a brief response to each of the following

questions (continue on additional blank sheets, as necessary).

1. How did you first learn about the Bureau of Prisons?

2. What do you think of inmates?

3. Why do you want to work for the Bureau of Prisons?

_____________________________________ _____________________________

Applicant Name Date

________________________________________

Position Applied For

Pxxxx.xx MM/DD/YYYY 28

Attachment H. SAMPLE QUESTIONS FOR INTERVIEW PANELS

Interview panels should direct their questions to elicit information that is related to the specific

position to be filled and the environment in which the prospective employee would be working.

Hypothetical situations should also be presented to the applicant to evaluate how he/ she might

respond in situations typical of the position being filled.

What do you think is the most important function of a correctional institution?

What do you think of inmates? Tell us about your present job.

Describe your experience working with members of different minority or ethnic groups other than your

own.

How would you characterize yourself as a supervisor? As a subordinate? What kinds of situations

cause you to lose your temper?

What experience have you had working shifts? Working on weekends and holidays? Working

overtime?

What experience have you had in a leadership or supervisory role? What problems have you

encountered getting people to follow your orders or instructions?

How do you handle a difficult subordinate? How do you say “no” to people?

Describe your experience making oral presentations before a group. Describe your experience in

teaching or instructing others.

Describe any experience you have had involving contact with the public. What did you find most

difficult about dealing with the public?

How do you handle criticism?

What kind of experience have you had responding to questions or complaints from others? How did

you handle it?

How do you handle someone who takes a hostile attitude toward you?

What do you like most about your current job? What do you like least?

How do you feel about being supervised by someone who has less education or experience than you?

Pxxxx.xx MM/DD/YYYY 29

What experience have you had dealing with emergency situations?

What experience have you had interpreting and following rules, procedures, and regulations?

Do you prefer working as a member of a team or by yourself?

How do you react when your plans are changed by someone else?

Describe your experience working for multiple supervisors. How did you handle conflicting

instructions from them?

Describe what you think your job would be if you are selected for this position.

Pxxxx.xx MM/DD/YYYY 30

Attachment I PRE-EMPLOYMENT INTERVIEW SUMMARY

U.S. DEPARTMENT OF JUSTICE

FEDERAL BUREAU OF PRISONS

Applicant:_______________________________________________________ Date of Interview:______________

Position applied for:__________________________________________________________________________

NOTE: One of the most important jobs facing managers in the Federal Prison System today is the selection of new

employees, for those selections will determine the Federal Prison System of tomorrow.

1. Check the statements which best describe the applicant. Check as many as apply.

Little or no experience Describes experience as a team Describes experience dealing with

working in a group or dealing member. others as leader, counselor or a

with people. similar role.

Indicated problems getting along with Showed evidence of learning from If past interpersonal problems occurred,

others and did not recognize need for any past interpersonal problems. showed evidence of learning from

own improvement in the situation. experience and eliminating problem.

Answers demonstrate a lack of Answers indicate an awareness of Answers indicated appreciation of and

awareness of the needs of others. major needs of others but tend to sensitivity to needs of others in a work

overlook subtleties. situation.

Very shy or lacking self Exhibited some shyness or lack of Established quick rapport with

confidence. self confidence but it did not distract interviews.

appreciably from the interview.

Demonstrated a Exhibited some brashness or over Poised and congenial.

condescending attitude. confidence but it did not distract

appreciable from the interview.

Answers were disorganized or Minor difficulty organizing answers Answers to even long and involved

cumbersome. especially to longer questions. questions were well organized.

Speech difficult to understand because of Speech understandable with only very Spoke clearly and understandably.

poor enunciation. slight slurring or rambling problems.

Made numerous grammatical errors. Made only minor grammatical errors. Used proper grammar.

Very passive or disinterested in the Some digressions from the point but Answers questions directly and to the

interview. answers were generally complete. point.

Avoided eye contact. At times looked down or away when Maintained eye contact with interviews.

answering.

Pxxxx.xx MM/DD/YYYY 31

0 1 2 3 4

Unacceptable Barely Acceptable Satisfactory Good Superior

II. Adequacy of Interpersonal skill.

III. Corruptibility/Susceptibility to Manipulation.

IV. Adequacy of reading and writing skills.

V. Overall Evaluation of Summary of Comments.

__________________________________

__

(Signature of Panel Member)

Pxxxx.xx MM/DD/YYYY 32

Attachment J. SAMPLE WAIVER MEMO

U.S. Department of Justice

Federal Bureau of Prisons

(location)

(date)

MEMORANDUM FOR (NAME), ASSISTANT DIRECTOR

HUMAN RESOURCE MANAGEMENT DIVISION

THROUGH: (insert name), Regional Director (insert Regional Office)

FROM: (insert name), Warden (insert location)

SUBJECT: Request for Waiver of the Maximum Entry Age Provision for (insert employee’s

name, position title).

This is a request for a waiver of the maximum entry age provision of Public Law 100-238.

Name:

Date of Birth:

Age:

Position:

Grade/Series:

Location:

Tentative EOD:

The justification must address the following factors:

1. Specific reasons and details as to why the candidate, who has exceeded the maximum entry

age, is needed.

Pxxxx.xx MM/DD/YYYY 33

2. The extent to which the candidate’s qualifications and experience would contribute to the

institution’s ability to carry out an activity or perform a function deemed essential to the

institution’s mission.

3. Recruitment efforts and results made for this position.

4. Availability and quality of other candidates, including a comparison of the qualifications of

other applicants listed on the Certificate of Eligibles, including explanation for any “NN” or

“NS” action codes.

5. A statement indicating whether or not the request is supported at the local and regional levels.

6. (Insert applicant’s name) has successfully completed all phases of the pre-employment

process, including the physical and urinalysis testing.