Form FR 28a FR 28a Application for Employment

Full Notices Text:
Rehabilitation Act
The Board complies with the Rehabilitation Act of 1973, as amended, and provides job applicants
with disabilities reasonable accommodations to assist them in applying for jobs at the Board. If
you have a disability and would like to request an accommodation in order to apply for a job at the
Board, please call 202-452-3880 or e-mail [email protected].
Equal Opportunity Employer
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant
for employment on the basis of race, color, religion, sex, sexual orientation, gender identity,
national origin, age, disability, genetic information, or application, membership, or service in the
uniformed services.
Privacy
You may review the Federal Reserve Board's Privacy Act Notice at
https://www.federalreserve.gov/careers/files/fr1273.pdf.
Paperwork Reduction Act
OMB No. 7100-0181
Average hours per response: 1
Approval Expires April 30, 2024
The Federal Reserve may not conduct or sponsor, and an organization (or a person) is not required
to respond to, a collection of information unless it displays a currently valid OMB control number.
This application for employment is authorized by law [12 U.S.C. §§ 244 and 248(l)]. Public
reporting burden for this employment application is estimated to average one hour per response,
including the time to gather the information in the required form and to review instructions and
complete the application.
Send comments regarding this burden estimate or any other aspect of this employment application,
including suggestions for reducing this burden, to Secretary, Board of Governors of the Federal
Reserve System, 20th and C Streets, NW, Washington, DC 20551; and to the Office of
Management and Budget, Paperwork Reduction Project (7100-0181), Washington, DC 20503.

Full Voluntary Self-Identification Statement Text:
OMB No. 7100-0181
Average hours per response: 1 minute
Approval expires April 30, 2024
The Board of Governors of the Federal Reserve System (Board) is requesting that you furnish this information
under the authority of Sections 10 and 11(I) of the Federal Reserve Act (12 U.S.C. §§ 244 and 248(I)). Your
providing of this information is strictly voluntary. Your failure to do so will have no effect on the decision to
hire you or on your employment with the Board. The information you provide on this form will be kept
confidential and will not be shared with the selecting official or other persons who will make the hiring
decision.
The following definitions are defined by the Equal Employment Opportunity Commission:
Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish

culture or origin, regardless of race.
American Indian or Alaska Native - A person having origins in any of the original peoples of North and
South America (including Central America), and who maintains tribal affiliation or community attachment.
Asian - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian
subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine
Islands, Thailand, and Vietnam.
Black or African American - A person having origins in any of the black racial groups of Africa.
Native Hawaiian or Other Pacific Islander - A person having origins in any of the original peoples of Hawaii,
Guam, Samoa, or other Pacific Islands.
White - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa.
I do not wish to provide this information - Select this option if you prefer not to disclose your ethnicity or
race.

Privacy Act Statement
The information you provide is being collected to assist the Board in carrying out its responsibilities under the
Rehabilitation Act of 1973, Title VII of the Civil Rights Act, and other nondiscrimination statutes. The
information collected is used in planning and monitoring equal employment opportunity programs at the Board,
including preparing statistical reports regarding race, gender, and national origin. This collection is authorized
by Sections 10 and 11 of the Federal Reserve Act (12 U.S.C. § 244 and 248(l)). Providing this information is
voluntary and failure to provide the information will not have effect on your application.
The information you provide will be stored in the system of records entitled BGRS-1 “FRB—Recruiting and
Placement Records and “BGFRS-24: FRB—EEO General Files.” All or part of the information may be
disclosed outside of the Board in accordance with the routine uses A, B, C, D, E, F, G, H, and I (see below). In
addition, all or part of the information may also be disclosed outside of the Board in order: (1) to disclose
information to management as a data source for production of summary descriptive statistics and analytical
studies in support of the function for which the records are collected and maintained, or for related personnel
management functions or manpower studies and may also be utilized to respond to investigative or legal
requests for statistical information (without personal identification of individuals), and (2) to disclose
information to any source from which additional information is requested (to the extent necessary to identify the
individual, inform the source of the purpose(s) of the request, and identify the type of information requested),
when necessary to obtain information relevant to a Board decision to hire or retain an employee, issue a security
clearance, conduct a security or suitability investigation of an individual, classify jobs, let a contract, or issue a
license, grant, or other benefit.
General Routine Uses of Board Systems of Records
A. Disclosure for Enforcement, Statutory and Regulatory Purposes. Information may be disclosed to the
appropriate federal, state, local, foreign, or self-regulatory organization or agency responsible for investigating,
prosecuting, enforcing, implementing, issuing, or carrying out a statute, rule, regulation, order, policy, or license
if the information may be relevant to a potential violation of civil or criminal law, rule, regulation, order, policy
or license.
B. Disclosure to Another Agency or a Federal Reserve Bank. Information may be disclosed to a federal agency

in the executive, legislative, or judicial branch of government, or to a Federal Reserve Bank, in connection with
the hiring, retaining, or assigning of an employee, the issuance of a security clearance, the conducting of a
security or suitability investigation of an individual, the classifying of jobs, the letting of a contract, the issuance
of a license, grant, or other benefits by the receiving entity, or the lawful statutory, administrative, or
investigative purpose of the receiving entity to the extent that the information is relevant and necessary to the
receiving entity’s decision on the matter.
C. Disclosure to a Member of Congress. Information may be disclosed to a congressional office in response to
an inquiry from the congressional office made at the request of the individual to whom the record pertains.
D. Disclosure to the Department of Justice, a Court, an Adjudicative Body or Administrative Tribunal, or a
Party in Litigation. Information may be disclosed to the Department of Justice, a court, an adjudicative body or
administrative tribunal, a party in litigation, or a witness if the Board (or in the case of an OIG system, the OIG)
determines, in its sole discretion, that the information is relevant and necessary to the matter.
E. Disclosure to Federal, State, Local, and Professional Licensing Boards. Information may be disclosed to
federal, state, local, foreign, and professional licensing boards, including a bar association, a Board of Medical
Examiners, a state board of accountancy, or a similar governmental or non-government entity that maintains
records concerning the issuance, retention, or revocation of licenses, certifications, or registrations relevant to
practicing an occupation, profession, or specialty.
F. Disclosure to the EEOC, MSPB, OGE and OSC. Information may be disclosed to the Equal Employment
Opportunity Commission, the Merit Systems Protection Board, the Office of Government Ethics, or the Office
of Special Counsel to the extent determined to be relevant and necessary to carrying out their authorized
functions.
G. Disclosure to Contractors, Agents, and Others. Information may be disclosed to contractors, agents, or others
performing work on a contract, service, cooperative agreement, job, or other activity for the Board and who
have a need to access the information in the performance of their duties or activities for the Board.
H. Disclosure to Labor Relations Panels. Information may be disclosed to the Federal Reserve Board Labor
Relations Panel or the Federal Reserve Banks Labor Relations Panel in connection with the investigation and
resolution of allegations of unfair labor practices or other matters within the jurisdiction of the relevant panel
when requested.
I. Disclosure Where Security or Confidentiality Has Been Compromised. Information may be disclosed when
(1) it is suspected or confirmed that the security or confidentiality of information in the system of records has
been compromised; (2) the Board has determined that as a result of the suspected or confirmed compromise
there is a risk of harm to economic or property interests, identity theft or fraud, or harm to the security or
integrity of this system or other systems or programs (whether maintained by the Board or another agency or
entity) that rely upon the compromised information; and (3) the disclosure is made to such agencies, entities,
and persons who are reasonably necessary to assist in connection with the Board’s efforts to respond to the
suspected or confirmed compromise and prevent, minimize, or remedy such harm.
FR28s