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Phone: (843) 588-2001
Edgar Allan Poe/Sullivan's Island Library
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Phone: (843) 883-3914
West Ashley Library
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Phone: (843) 766-6635
Wando Mount Pleasant Library
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Phone: (843) 805-6888
Village Library
9 a.m. - 6 p.m.
Phone: (843) 884-9741
St. Paul's/Hollywood Library
9 a.m. – 8 p.m.
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Otranto Road Library
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McClellanville Library
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Keith Summey North Charleston Library
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John's Island Library
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Hurd/St. Andrews Library
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Does a Criminal Past Predict Worker Performance? Evidence from One of America's Largest Employers.
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- Author(s): Lundquist, Jennifer Hickes; Pager, Devah; Strader, Eiko
- Source:
Social Forces. Mar2018, Vol. 96 Issue 3, p1039-1068. 30p. - Source:
- Additional Information
- Subject Terms:
- Abstract: This paper is one of the first systematic assessments of ex-felons' workplace performance. Using FOIA-requested data from the Department of Defense, we follow 1.3 million ex-offender and non-offender enlistees in the US military from 2002 to 2009. Those with a felony background show no difference in attrition rates due to poor performance compared to those without criminal records. Moreover, exfelons are promoted more quickly and to higher ranks than other enlistees. At the same time, we find that ex-felons are slightly more likely to commit a legal offense in the military system (5 percent of non-felons compared to 6.6 percent of ex-felons). We also find a higher rate of work-related deaths among the ex-felon sample; closer evaluation of limited data suggests this may be driven by ex-felons being assigned more often to combat positions. Overall, our study shows that the military's criminal history screening process can result in successful employment outcomes for exfelons, at least in terms of job mobility and reliability, to the mutual benefit of employer and employee. An important question arising from this analysis is whether the military's "whole person" review can apply successfully to the civilian sector. [ABSTRACT FROM AUTHOR]
- Abstract: Copyright of Social Forces is the property of Oxford University Press / USA and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
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