When correctional agencies hire ex-offenders, they provide other potential employers with a model of acceptance of individuals with criminal backgrounds and demonstrate that these individuals can become effective contributors to the workplace and to society. The National Institute of Corrections (NIC) mailed a written survey to departments of corrections (DOCs) in the 50 States, the District of Columbia, the United States protectorates, selected large municipal governments, and the Federal Governments of the United States and Canada. Responses were received from 52 jurisdictions. Results show that policies and statutes allow the vast majority of DOCs to hire ex-offenders as employees, for at least some positions. Six DOCs said they could not or would not hire any job applicant with a criminal history. Eighty-one percent of the responding agencies reported having formal policies on the potential hiring of ex-offenders. Forty-eight percent reported the existence of statutes on the eligibility of ex-offenders for employment in correctional agencies. Three DOCs reported having no formal policy or State statutory guidance for the potential hiring of ex-offenders. Thirty-six DOCs reported the existence of permanent bars to correctional employment for persons with certain criminal record elements. Depending on the jurisdiction, particular types of convictions may bar an applicant from all positions or only from correctional officer posts or other specific positions in the agency. Nineteen DOCs reported time-limited restrictions on the hiring of persons with a criminal conviction. Where formal guidelines are absent, and also within the context of structured guidelines in policy or statute, DOCs may make case-by-case determinations of the suitability of ex-offender applicants for hire. Special issues include positions requiring offender contact, the effect of drug possession vs. sale convictions on eligibility, juvenile criminal history, non-conviction factors, moral character, and use of controlled substances. 2 tables