Program Overview

The County of Los Angeles is a Fair Chance employer. Except for a very limited number of positions, you will not be asked to provide information about a conviction history unless and until you receive a contingent offer of employment. The County will make an individualized assessment of whether your conviction history has a direct or adverse relationship with the specific duties of the job you applied. The County will consider potential mitigating factors, including, but not limited to, evidence and extent of rehabilitation, recency of the offense(s), and age at the time of the offense(s). If asked to provide information about a conviction history, any convictions or court records which are exempted by a valid court order do not have to be disclosed.

Application & Interview Conditional JobOffer Extended Background Check& ResultsAssessment PreliminaryDecision toHire? Opportunity forApplicant toDiscuss Results Reassessmentof PreliminaryDecision Final Decisionto Hire? Job Offer Rescinded* CountyProceeds withHiring Process Dont Give Up! No No *There may be other positions you qualify for. Yes Yes

Countywide Fair Chance Data

Our most recent Fair Chance hiring data (below) reflects the County of Los Angeles’ commitment to providing employment opportunities to individuals with conviction histories.

2021 Graph

  • 6,325 contingent job offers were extended for this period
  • 862 of 6,325 candidates who received a contingent job offer (14%) had convictions histories that were evaluated for nexus to the position
  • 800 of 862 candidates (93%) with conviction histories passed the background screening and were approved for hire
  • 62 of 862 candidates (7%) had conviction histories that were deemed incompatible with the position sought. These 62 candidates
    represent less than 1% of the total number of candidates who received a contingent job offer for this period
2020 Graph

  • 8,654 contingent job offers were extended for this period
  • 1,115 of 8,654 candidates who received a contingent job offer (13%) had convictions histories that were evaluated for nexus to the position
  • 975 of 1,115 candidates (87%) with conviction histories passed the background screening and were approved for hire
  • 140 of 1,115 candidates (13%) had conviction histories that were deemed incompatible with the position sought. These 140 candidates represent less than 2% of the total number of candidates who received a contingent job
2019 Graph

  • 16,114 contingent job offers were extended for this period
  • 1,516 of 16,114 candidates who received a contingent job offer (9%) had convictions histories that were evaluated for nexus to the position
  • 1,360 of 1,516 candidates (90%) with conviction histories passed the background screening and were approved for hire
  • 156 of 1,516 candidates (10%) had conviction histories that were deemed incompatible with the position sought. These 156 candidates represent less than 1% of the total number of candidates who received a contingent job offer for this period
2018 Graph

  • 4,181 contingent job offers were extended for this period
  • 626 of 4,181 candidates who received a contingent job offer (15%) had convictions histories that were evaluated for nexus to the position
  • 555 of 626 candidates (89%) with conviction histories passed the background screening and were approved for hire
  • 71 of 626 candidates (11%) had conviction histories that were deemed incompatible with the position sought. These 71 candidates represent less than 2% of the total number of candidates who received a contingent job offer for this period

Learn more about the County's hiring process!

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