State of Florida: Company Profile & Background Check FAQs

Florida's state government is established by the Florida Constitution and organized into three branches: an executive branch led by the governor and the independently elected Florida Cabinet, a legislative branch consisting of the Florida Senate and House of Representatives, and a judicial branch headed by the Supreme Court of Florida. The state capital is Tallahassee, which was selected as the seat of government in 1823, and the Florida Cabinet includes the attorney general, the chief financial officer, and the commissioner of agriculture.

The executive branch operates through numerous departments and agencies, with the Florida Constitution generally limiting the number of executive departments to 25. Major employers within state government include the Department of Health, the Department of Children and Families, the Department of Transportation, the Department of Corrections, the Agency for Health Care Administration, and the Florida Department of Law Enforcement, among many others. The court system adds judges and staff across the state's Supreme Court, five District Courts of Appeal, 20 circuit courts, and 67 county courts.

Collectively, the State of Florida employs one of the largest workforces in the state, spanning administrative professionals, health and human services workers, engineers, law enforcement and correctional officers, environmental scientists, attorneys, IT specialists, and countless other roles based in Tallahassee and in communities across Florida's 67 counties. Most executive branch hiring is posted through the state's central careers portal, while some agencies, universities, and the courts hire through their own systems.

Organization culture and employee programs: State employment is often associated with public service, stability, and structured career paths. Employees typically receive defined benefits packages that can include health coverage, retirement plans through the Florida Retirement System, and paid leave, though specifics vary by agency, position type, and employment category. Many agencies provide formal training programs, and some roles, such as law enforcement or healthcare positions, carry certification or licensure requirements.

Yes. Employers in the public sector, including the State of Florida and its agencies, are legally permitted to conduct background checks on job candidates, provided they follow applicable federal and state laws. When a screening is run through a consumer reporting agency, the federal Fair Credit Reporting Act (FCRA) applies, requiring consent, disclosures, and adverse action procedures. In addition, Florida law itself mandates screening for many public positions: Chapter 435 of the Florida Statutes establishes uniform employment screening standards for roles that state law designates as positions of trust or responsibility.

Yes, background screening is a standard and, for many roles, legally required part of hiring for Florida state government positions. Florida law defines two screening tiers. Level 1 screening generally includes employment history checks and statewide criminal records checks through the Florida Department of Law Enforcement (FDLE), plus a check of the national sex offender public website. Level 2 screening is fingerprint-based and includes statewide FDLE checks, national FBI criminal history checks, and may include local records checks. Level 2 screening is required for positions of trust, particularly those working with children, the elderly, or persons with disabilities. The exact requirements depend on the agency and position, so applicants should review the specific job posting.

Hiring processes vary by agency, but most executive branch jobs are posted on the state's official careers portal, where candidates submit an application and supporting documents. Qualified applicants may be invited to one or more interviews, and some roles include skills assessments, physical or medical evaluations, or certification verification. Candidates selected for positions that require screening are asked to complete the required background check, which for Level 2 positions includes electronic fingerprinting, before their employment is finalized.

Timing depends on the type of screening required. Fingerprint-based state and national checks are processed through the FDLE and FBI, and results often return within a few business days, though agency review, additional local checks, or verification steps can extend the timeline. Name-based checks and employment verifications vary based on court and employer responsiveness. Candidates can learn more about what affects timing in this guide to background check turnaround times.

The components depend on the position and its statutory requirements. A background check for a State of Florida role may include some or all of the following:

For screenings governed by the FCRA, most negative information other than criminal convictions generally cannot be reported once it is more than seven years old, with exceptions for certain higher-salary positions. However, fingerprint-based checks run under Florida's Chapter 435 screening standards are not limited to seven years: disqualifying offenses listed in the statute can bar employment in covered positions regardless of when they occurred, unless the candidate obtains an exemption. This makes the lookback question especially role-dependent for state government jobs.

It depends on the role. For positions covered by Chapter 435, Florida law lists specific disqualifying offenses, and a record of one of those offenses generally prevents hiring into a covered position of trust. That said, the law also provides an exemption process: under Section 435.07, an agency head may grant an exemption from disqualification for certain felonies after at least three years have passed since completion of the sentence and conditions, where the applicant shows clear and convincing evidence of rehabilitation. For positions not covered by mandatory screening statutes, agencies typically weigh records case by case. Candidates can also read about "ban-the-box" laws, which limit when some employers may ask about criminal history, though rules differ for public safety and trust positions.

Applicants for covered positions must provide the information needed to complete screening, which typically includes full legal name, date of birth, Social Security number, and address history, and, for Level 2 positions, electronic fingerprints submitted through an approved vendor to the FDLE. Florida law requires covered employees to attest that they meet screening standards and to notify their employer if arrested for a disqualifying offense during employment. Screening costs are paid by the employer or the employee as provided by statute, so applicants should confirm details with the hiring agency.

The Fair Credit Reporting Act is a federal law that governs background checks prepared by consumer reporting agencies for employment purposes, including many checks used in public sector hiring. It requires written consent before a report is ordered, mandates a pre-adverse action process that includes a copy of the report and a summary of rights, and gives candidates the right to dispute inaccurate or incomplete information. Florida's statutory screening framework operates alongside these federal protections. For a deeper overview, see this introduction to the Fair Credit Reporting Act (FCRA) and related EEOC guidance.

Running a personal background check with Checkr lets you preview what the State of Florida may see and helps you identify potential inaccuracies before they affect your job application. In one secure report you can review:

Create your report in minutes at Checkr Personal Background Checks. To showcase verified credentials proactively, build a free Checkr Profile you can share with recruiters, hiring managers, or potential employers.

Check your report status in the Candidate Portal. Or, visit the Checkr Help Center for FAQs, dispute steps, and to contact support.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.