Quick Answer

Yes, Children's National Hospital hires individuals with felony convictions. The hospital follows Fair Chance Hiring principles, and a conviction is not an automatic bar to employment. However, employment is highly conditional and severely restricted by mandatory federal and D.C. regulations for roles involving direct contact with children or patients. The hospital is explicitly exempted from some local "Ban the Box" laws because its mission involves providing services to minors and vulnerable populations. The greatest barriers are created by offenses related to child abuse or neglect, sexual offenses, crimes against children, felony drug distribution, and healthcare fraud. Entry-level positions in non-patient-facing areas such as Environmental Services, Food Service, and administrative roles offer the most accessible opportunities, with starting pay ranging from $15-20/hour.

Table of Content

1. Quick Answer

2. Felon-Friendly Scorecard

3. Eligibility Checklist

4. Critical Regulatory Information

5. Company Overview

6. Hiring Policy Analysis

7. Background Check Process

8. Application Strategy

9. Tips for Applicants with Records

10. Benefits Overview

11. Frequently Asked Questions

12. Alternative Second Chance Employers

13. Conclusion

14. Disclaimer

Felon-Friendly Scorecard

Eligibility Checklist

• No Federal/Local Mandatory Exclusion: Must NOT have a conviction resulting in mandatory exclusion from federal healthcare programs (OIG LEIE) or mandatory disqualification for child care/healthcare staff in D.C. (murder, child abuse, sex crimes, kidnapping).

  
  

• CAN Registry Check: Must NOT have substantiated findings on the Child Abuse and Neglect Registry, as this is a mandatory check for all positions.

  
  

• Drug Screen and Medical Clearance: Must pass required drug screening and Occupational Health medical clearance. The hospital maintains a drug-free workplace policy.

  
  

• Full Disclosure: Must be prepared to fully and accurately disclose any past conviction or charge as required by the application process.

  
  

• Work Authorization: Must be legally authorized to work in the United States.

Critical Regulatory Information

Federal Mandates for Child-Serving Organizations

Federal law mandates disqualification for childcare and healthcare staff at organizations receiving federal funds (which applies to Children's National) for convictions including: murder or voluntary manslaughter, child abuse or neglect, crimes against children (including child pornography), spousal abuse or domestic violence, crimes involving rape or sexual assault, kidnapping, and arson. These are permanent, absolute bars with no exceptions or individualized assessment.

D.C. Fair Criminal Record Screening Act Exemption

While D.C. is generally a "Ban the Box" jurisdiction under the Fair Criminal Record Screening Act, the law explicitly exempts positions at Children's National Medical Center and organizations whose mission involves providing services to minors or vulnerable adults. This means Children's National can ask about criminal history earlier in the hiring process than non-exempt employers.

OIG Exclusion List

The hospital must check the Office of Inspector General List of Excluded Individuals/Entities (LEIE). Anyone on this list due to healthcare fraud, patient abuse, licensing violations, or other program-related misconduct is legally barred from working for the hospital in any capacity that involves federal healthcare program billing.

EEOC Guidelines and Fair Chance Analysis

For offenses that are not automatic disqualifiers, Children's National follows EEOC guidelines by conducting a Fair Chance Analysis (individualized assessment) before withdrawing an offer. This analysis considers the nature and gravity of the offense, time elapsed since the offense, age at time of offense (under 25 may be mitigating), and the relationship between the offense and the specific job duties.

Company Overview

Children's National Hospital (formerly Children's National Health System and DC Children's Hospital) is a freestanding, 323-bed pediatric acute care children's hospital located in Washington, D.C. Founded in 1870, the hospital has been serving the nation's children for over 150 years and is the premier provider of acute pediatric care in the Washington metropolitan area. The hospital provides comprehensive pediatric specialties and subspecialties to infants, children, teens, and young adults aged 0-21 throughout the region, nation, and world. As a major pediatric referral center, Children's National treats complex cases from across the country and internationally.

The hospital is the academic pediatric affiliate of both the George Washington University School of Medicine and the Howard University College of Medicine, training over 200 residents and fellows annually. Children's National features the only ACS-verified Level I pediatric trauma center in the District of Columbia, serving patients from three states. The hospital also operates a Level IV Neonatal Intensive Care Unit (NICU) with 54 bassinets, a pediatric intensive care unit, and a critical care transport program via ambulance, helicopter, and fixed-wing airplane with a rooftop helipad for emergency transport.

The main campus, known as the Sheikh Zayed Campus for Advanced Children's Medicine, is located at 111 Michigan Avenue NW in Northwest Washington. The health system extends throughout the D.C. metropolitan area with eight Regional Outpatient Centers providing specialty care, an Ambulatory Surgery Center, and a network of primary care health centers within the District and Maryland. Children's National also operates Children's National Specialists of Virginia, a private physician office-based practice. The hospital is home to the Children's National Research Institute, one of the nation's top NIH-funded pediatric research centers, and the Sheikh Zayed Institute for Pediatric Surgical Innovation.

As a non-profit pediatric care provider, Children's National has a mission to serve all children regardless of ability to pay. Each year, the hospital provides approximately $50 million in uncompensated care. The hospital has received numerous recognitions including four-time Magnet® designation for exceptional nursing, consistent ranking among the nation's top 10 pediatric hospitals by U.S. News & World Report (tied for #1 in the Mid-Atlantic region), and top rankings in specialties including Neonatology (#1 for babies), Cancer, Neurology, Orthopedics, and Nephrology.

Company Fast Facts

• Founded: 1870 (over 150 years of service)

• Employees: More than 6,000 employees including 1,500 nurses and 900 physicians

• Beds: 323 beds including 54 Level IIIC NICU bassinets

• Locations: Main hospital plus 8 Regional Outpatient Centers throughout D.C., Maryland, and Virginia

• Patient Volume: More than 360,000 patient visits annually

• Rankings: U.S. News & World Report top 10 nationally; #1 in Mid-Atlantic region; Magnet® designated (4-time recipient)

• Leadership: CEO Michelle Riley-Brown (since July 2023)

Hiring Policy Analysis

Official Policy

Children's National Hospital uses a multi-stage background check process. For non-conviction-based checks (education, past employment), verification is conducted first. Criminal history searches are conducted after a conditional offer is extended. The hospital requires full disclosure of any charge or conviction regardless of how long ago it occurred. For offenses that are not automatic disqualifiers under federal or local law, the hospital conducts a Fair Chance Analysis before making final employment decisions.

Key Regulatory Constraints

• Federal law and D.C. Code mandate checks against criminal history, National Sex Offender Registry, Child Abuse and Neglect Registry, and OIG/LEIE

• Full disclosure policy requires reporting of any charge or conviction

• Fair Chance Analysis conducted for offenses not automatically disqualifying

• FBI fingerprint-based background check required for patient-contact positions

  
  

Factors in Fair Chance Analysis

• Seriousness of the criminal offense

• Age at time of offense (under 25 can be mitigating)

• Relationship between offense and specific job duties

• Time elapsed since the offense occurred

• Public policy encouraging employment of those with records

  
  

Position-Specific Barriers

Available Positions and Pay

Salary data compiled from Glassdoor, Indeed, and hospital job postings as of December 2025. Compensation reflects the Washington D.C. market, which generally offers higher wages than national averages due to cost of living.

Background Check Process

What They Check

• Criminal History: Multi-state and national criminal database search covering all jurisdictions where you have lived or worked. For clinical and patient-contact positions, FBI fingerprint-based background check is mandatory under federal law for child-serving organizations receiving federal funding.

  
  

• National Sex Offender Registry (NSOR): Mandatory check against the national sex offender registry database. Any presence on this registry is automatically disqualifying for all positions not just patient-facing roles.

  
  

• Child Abuse and Neglect Registry (CAN): Mandatory check for substantiated findings in the D.C. Child Abuse and Neglect Registry and comparable registries in other states where you have resided. Any substantiated finding of abuse or neglect is typically disqualifying.

  
  

• OIG Exclusion List (LEIE): Check for exclusion from federal healthcare programs due to healthcare fraud, patient abuse, licensing violations, or other program-related misconduct. Presence on the List of Excluded Individuals/Entities is absolutely disqualifying for any position at a healthcare facility billing federal programs.

  
  

• Drug Screening: Pre-employment drug test required for all positions. The hospital maintains a strict drug-free workplace policy prohibiting illegal use, possession, or distribution of controlled substances by all staff. Positive test or refusal results in offer withdrawal.

  
  

• Employment and Education Verification: Verification of previous employment history, job titles, and dates of employment. Education credentials and professional certifications are verified. Any discrepancies between application and verification can result in offer withdrawal.

  
  

• Professional License Verification: For clinical positions, verification of current licensure, certifications, and any disciplinary actions through state licensing boards.

  
  

Lookback Period Summary

Timeline

Standard background checks typically complete within 1-2 weeks. FBI fingerprint checks for clinical positions may take 2-4 weeks. Medical clearance through Occupational Health is scheduled after background check completion. Total time from conditional offer to start date is typically 2-4 weeks depending on position type and clearance requirements.

Application Strategy

1. Know Your Disqualifiers: If you have a conviction for child abuse, sexual offense, murder, or kidnapping, assume you are permanently ineligible for any patient-facing role due to federal law. These disqualifications have no exceptions and no individualized assessment is available. Focus exclusively on non-patient-contact corporate positions.

   
   

2. Target Non-Clinical Support Roles: Focus on positions that minimize contact with children and avoid clinical areas—corporate administration, IT (especially remote positions), finance, human resources, vendor support roles, and positions at administrative locations rather than the main hospital.

   
   

3. Be 100% Honest: Unlike many employers, Children's National asks for disclosure of any charge or conviction upfront due to its exemption from D.C.'s Ban the Box law. Disclose everything completely and accurately to avoid disqualification for falsification, which is typically viewed more seriously than most underlying offenses.

   
   

4. Apply Online at childrensnational.org/careers: Create a profile in the hospital's careers portal. Review each position description carefully for clearance requirements, patient contact levels, and departmental location. Filter for positions matching your qualifications and accessibility needs.

   
   

5. Prepare a Mitigation Narrative: If your felony is older and not an abuse/sexual crime, gather compelling evidence of rehabilitation to support your case during the Fair Chance Analysis: educational certificates, vocational training completions, stable employment history with references, community service records, treatment program completions, and character references from employers, clergy, or community leaders.

   
   

6. Highlight Relevant Experience: If you have previous healthcare, custodial, food service, or administrative experience, emphasize these qualifications. Transferable skills from other industries can also be valuable customer service, attention to detail, reliability, and teamwork.

   
   

7. Consider Timing: Healthcare hiring often follows seasonal patterns, with increased needs in fall and winter. The hospital is one of the largest employers in the region with over 6,000 staff, so positions open regularly.

Tips for Applicants with Records

• Emphasize Healthcare Motivation: Children's National looks for candidates passionate about pediatric care and the hospital's mission of healing children. Articulate why working with children's health matters to you and how your personal experiences have prepared you for this work.

  
  

• Address Time Since Offense: If your offense is more than 5-7 years old, emphasize the significant time that has passed and your consistent positive behavior since then. Create a timeline showing stable employment, community involvement, and personal growth during this period.

  
  

• Age at Time of Offense: If you were under 25 when the offense occurred, this is considered a mitigating factor under D.C. Fair Chance Analysis guidelines. Be sure to mention this if applicable, as research shows brain development continues into the mid-20s.

  
  

• Document Rehabilitation Thoroughly: Gather certificates from any programs completed (GED, vocational training, substance abuse treatment), stable employment records with references, community service documentation, and strong character references from employers, clergy, or community leaders who can speak to your character transformation.

  
  

• Consider Entry-Level Positions: Environmental Services and Food Service positions offer opportunities to enter the organization and demonstrate reliability, work ethic, and trustworthiness before seeking advancement to other roles. Many healthcare systems promote from within.

  
  

• Metro Accessibility: The hospital offers free shuttle service to Brookland Metro Station (Red Line) with extended hours throughout the day, helpful if transportation is a challenge. The shuttle is free for employees, parents, and visitors.

  
  

• Prepare for the Interview: If asked about your record, be honest, brief, and focus on what you've learned and how you've changed. Practice a 30-second response that acknowledges the past, shows accountability, and pivots to your qualifications and rehabilitation.

  
  

• Understand the D.C. Market: Washington D.C. has strong Ban the Box protections for most employers, though Children's National is exempt. However, the region's progressive employment laws and high demand for healthcare workers can work in your favor.

Benefits & Compensation

• Starting Pay: Entry-level positions start at $15-19/hour for Environmental Services and Food Service. Administrative and clerical roles start at $17-24/hour. D.C. minimum wage ($17.50/hr as of July 2024) sets the floor for all positions.

  
  

• Clinical Pay: Registered Nurses earn $72,000-91,000/year ($33-43/hour). CNAs and Nursing Assistants earn $17-23/hour. Medical Technicians earn $45,000-65,000/year depending on specialty. Physicians and specialists earn $250,000-370,000+ annually.

  
  

• Shift Differentials: Evening, night, and weekend shifts typically receive additional pay differentials ranging from $2-5/hour depending on shift and position. This can significantly increase total compensation for those willing to work less desirable hours.

  
  

• Pay Progression: Annual merit increases are available based on performance. Employees rated 3.5/5 stars for compensation satisfaction. Internal promotions and transfers offer pathways to higher-paying positions.

  
  

Benefits Package

• Health Insurance: Medical (Aetna PPO), dental, and vision coverage available the first of the month after hire date. Multiple plan options to fit different needs and budgets. Coverage extends to dependents.

  
  

• Retirement: 401(k) plan with 5% employer match. Defined contribution pension plan also available. The hospital is committed to helping employees prepare for retirement with multiple savings options.

  
  

• Paid Time Off: 15 days vacation leave per year to start, plus sick time and ASSLA (Additional Short-term Sick Leave Allowance). PTO increases after 10 years of service. Paid holidays included.

  
  

• Parental Leave: 12 weeks at 100% pay for parental leave—one of the most generous policies in the healthcare industry. Available for birth, adoption, and foster placement.

  
  

• Flexible Spending Accounts: Medical FSA for tax-free reimbursement of out-of-pocket medical, dental, vision, and prescription expenses. Dependent Care FSA for childcare expenses.

  
  

• Transportation: Free Metro shuttle to Brookland Station (Red Line) with extended hours. On-site parking available based on position and shift for modest monthly fee. Reduced-fee off-site parking with free shuttle service.

  
  

• Additional Benefits: Backup childcare reimbursement/discount, Employee Assistance Program (EAP) with free therapy sessions, tuition assistance for continuing education, life insurance, long-term disability, employee discounts.

  
  

Employee Perspectives

• Pros: Mission-driven work helping children. Good benefits and parental leave. Learning opportunities. Diverse workforce. Free Metro shuttle.

  
  

• Cons: High-stress environment. Health insurance costs can be high. Limited vacation increases until 10-year mark. Some management concerns reported.

Frequently Asked Questions

1. Does Children's National Hospital hire people with felonies?

   Yes, Children's National Hospital does hire individuals with felony convictions for certain positions. However, strict federal and D.C. regulations permanently disqualify anyone with convictions for crimes against children, sexual offenses, murder, or kidnapping from patient-facing roles. Non-patient-contact positions in administration, IT, and support services offer better opportunities.

   
   

2. What is the background check process at Children's National Hospital?

   The hospital conducts multi-stage background checks including criminal history, National Sex Offender Registry, Child Abuse and Neglect Registry, and OIG Exclusion List. Clinical positions require FBI fingerprint-based checks. Drug screening and Occupational Health clearance are also required. The process takes 2-4 weeks.

   
   

3. How far back does the background check go—what is the lookback period?

   Crimes against children, sex offenses, murder, and kidnapping result in permanent disqualification with no time limit. Felony drug offenses typically have a 5-year bar. Other felonies generally follow the 7-year FCRA limit but are subject to individualized Fair Chance Analysis considering job-relatedness.

   
   

4. What types of convictions make hiring more difficult at Children's National Hospital?

   The most serious barriers are crimes against children, sexual offenses, murder, kidnapping, child abuse/neglect, and domestic violence—these are permanent disqualifiers for patient-contact roles. Drug distribution offenses, violence, theft, and fraud also create significant barriers, especially for positions with patient or controlled substance access.

   
   

5. What are the best entry-level roles for applicants with a record?

   Environmental Services ($15-19/hr), Food Service ($15-18/hr), and administrative/clerical positions ($17-24/hr) offer the most accessible entry points. Corporate support roles, IT positions (especially remote), and vendor support positions minimize patient contact and regulatory barriers.

   
   

6. Does Children's National Hospital drug test, and what kind of test?

   Yes, pre-employment drug testing is required for all positions. The hospital maintains a strict drug-free workplace policy. A positive test or refusal to test results in withdrawal of the job offer. The hospital policy prohibits illegal use, possession, or distribution of controlled substances by all staff.

   
   

7. When during the hiring process will they ask about criminal history?

   Children's National is exempt from D.C.'s Ban the Box law because it serves minors. The hospital requires full disclosure of any charges or convictions regardless of age on the application. Criminal background checks are conducted after a conditional offer is extended.

   
   

8. Can someone advance to management if they have a felony?

   Advancement depends on the nature of the offense and the management role. Non-patient-facing management positions in administration, facilities, or corporate functions may be accessible. Clinical management roles face the same regulatory barriers as other patient-contact positions. Demonstrated reliability and performance are essential.

   
   

9. How long does the hiring and background check process take?

   Standard background checks take 1-2 weeks. FBI fingerprint checks for clinical positions add 2-4 weeks. Medical clearance through Occupational Health follows. Total time from conditional offer to start is typically 2-4 weeks for non-clinical roles and 3-6 weeks for clinical positions.

   
   

10. What can applicants do to improve their chances of getting hired?

    Target non-patient-contact positions. Be completely honest about all convictions and charges. Document rehabilitation thoroughly with certificates, stable employment, and references. If under 25 at time of offense, note this as it's a mitigating factor under D.C. law. Emphasize the time elapsed since the offense and consistent positive conduct since then.

Alternative Second Chance Employers

If Children's National Hospital's child-serving mission creates insurmountable barriers, other healthcare employers in the D.C. metro area may offer more accessible opportunities, particularly in adult-focused facilities where child-related disqualifiers don't apply.

Conclusion

Children's National Hospital offers moderate accessibility for individuals with felony convictions seeking non-patient-contact positions, while maintaining strict and necessary barriers for clinical and child-facing roles due to federal mandates protecting vulnerable populations. As the nation's capital's premier pediatric hospital with over 150 years of service, the institution's primary mission of serving children creates regulatory requirements that permanently disqualify anyone with convictions for crimes against children, sexual offenses, murder, or kidnapping from any patient-contact work.

For candidates with other types of convictions, the hospital's Fair Chance Analysis provides individualized assessment that weighs time elapsed since the offense, age at the time of offense (under 25 is mitigating), relationship between the offense and job duties, and evidence of rehabilitation. This approach aligns with EEOC guidelines and D.C.'s progressive employment laws while maintaining appropriate safeguards for child safety.

Entry-level positions in Environmental Services, Food Service, and administrative support offer the most accessible pathways into this respected healthcare institution, with starting wages of $15-24/hour reflecting D.C.'s competitive market. The comprehensive benefits package including 12 weeks paid parental leave, 401(k) matching, and free Metro shuttle makes Children's National an attractive employer. The hospital's 6,000+ workforce, training partnerships with two medical schools, and nationally-ranked programs create opportunities for long-term career growth.

Success requires complete honesty during the application process, as falsification is immediately disqualifying and demonstrates the lack of integrity that undermines any second-chance consideration. Applicants should prepare thoroughly by documenting rehabilitation, gathering references, and honestly assessing whether their conviction history creates barriers they cannot overcome at a child-serving institution. For those whose convictions create insurmountable barriers at Children's National, adult-focused healthcare facilities throughout the D.C. metropolitan area such as MedStar Health's ten hospitals with 35,000 employees offer significant opportunities without child-specific regulatory restrictions.

Disclaimer

This guide is for informational purposes only and does not constitute legal advice. Information has been compiled from Children's National Hospital's official website, job postings, employee reviews on Glassdoor and Indeed, and relevant federal and D.C. regulations. Hiring policies and regulatory requirements may change. Salary ranges reflect December 2025 data for the Washington D.C. market. Consult with a licensed attorney for legal advice regarding your specific situation. This guide is not affiliated with Children's National Hospital and does not guarantee employment outcomes.

Apply Now at childrensnational.org/careers