Much like package determinations, scoring is an area that can be overwhelming for first-time clients. But our resources were designed to help you understand scoring and get you to your perfect scoring scenario.
If you read our piece on how to decide your background screening packages, what follows will sound eerily familiar. That’s because scoring determinations should really be made while you’re making package determinations because they rely on the same factors. For each, you need to know what the barriers are to employment and what factors should and shouldn’t have an impact on an individual’s ability to do the job. After all, if you’ve chosen to do a specific check, you have a reason for it – you’re looking for something that could make or break a person’s candidacy.
And, really, that’s how scoring is set up. If the information on the report is going to make (or have no impact on) a person’s candidacy, the score would be something akin to “non-adverse.” If the information on the report is going to break a person’s candidacy, the score would be akin to “adverse.” If it’s somewhere in the middle, the score would be “review.”
(Note: these phrases, like everything else in scoring, are dependent on your preferences. Non-Adverse, Review and Adverse are just simple shorthand for the scoring categories a company might have.)
So, once you’ve decided what constitutes an adverse, review or non-adverse score, you communicate that to us for every single finding for the checks you’re running – and this has to be done for each group of positions. (For what we mean by “each group of positions, check out GIS’ whitepaper on Seven Steps to Guide Employers on the EEOC’s Guidance on Pre-Employment Background Checks.) Then we apply your rules to your reports exactly as you directed us to. To be clear: GIS cannot determine your scoring parameters. We can apply our clients pre-defined scores to their reports, but the decisions and determinations rest squarely in our clients’ hands.
That’s how scoring works in a “standard” jurisdiction. Of course, some jurisdictions are not standard.
One big non-standard jurisdiction is New York. In New York, applying an adverse score without the employer first reviewing the report is essentially illegal. So even if your applicant has the most obviously adverse report you must still review the report with eight factors in mind. In this situation, as with any other non-standard situation, GIS will work with you and your legal team to help you ensure that your scoring parameters meet legal requirements.