• Each vacancy notice submitted after the implementation date
  
  
• Will include a notation of “no regular contact with minors” or “regular contact with minors” initialed by the senior college HR staff member.
  
  
• For those positions identified as having “regular contact with minors,” District Human Resources will insure that any and all advertising includes the wording “subject to criminal background check prior to employment. These positions will normally be referred to as “security sensitive.
  
  
• Internal Candidates Impacted by the Policy.
  
  
• Internal candidates declaring their interest for a security sensitive position will be subject to criminal background investigation as any other candidate prior to receiving the final job offer.
  
  
• Internal candidates recommended for a job change via job evaluation and/or promotion without competition to a security sensitive position will be subject to criminal background investigation as any other candidate prior to receiving the final job change.
  
  
• The college HR Office will facilitate the background investigation request with District HR and the confirmation of employment offer will be routed back through the location HR Office.
  
  
• Such a continuing employee may not perform any related duties until such time as the results of the criminal background check have been reviewed by District Human Resources and the recommendation for job change has been approved.
  
  
• Application/Interview Process Impacted by the Policy.
  
  
• Effective with the implementation date, each applicant declaring candidacy for a designated position will be required to sign a statement of understanding acknowledging the required criminal background check. This statement is part of the official personnel file.
  
  
• The statement of understanding must be signed with an original signature (no faxes, etc.) and must be presented to the college HR official prior to first interview. This signed statement of understanding is not necessary until such time as the candidate has moved to an interview stage.
  
  
• Identification of Part-Time (Including Student Assistants) Positions Impacted by the Policy.
  
  
• Prior to the offer of any part-time, temporary, or otherwise un-advertised employment, the hiring supervisor should make the decision regarding whether the position is security sensitive. The college HR office should be consulted for assistance as necessary.A brief statement should be attached to any such recommendation for employment when the position is designated as security sensitive.This statement is an example
  
• THE POSITION OF PART-TIME DEPARTMENT ASSISTANT IN THE XXXXXX COLLEGE CONTINUING EDUCATION DEPARTMENT HAS BEEN DESIGNATED AS SECURITY SENSITIVE AS A RESULT OF THE PERSON’S ASSIGNED RESPONSIBILITY TO CHAPERONE GROUPS OF CHILDREN UNDER THE AGE OF 10 YEARS ON A VARIETY OF SUMMER FIELD TRIPS AT THE COLLEGE.THIS RESPONSIBILITY OCCURS AS MUCH AS THREE TIMES A WEEK DURING PEAK PERIODS.
  
  
• The hiring supervisor is responsible for requesting the background investigation through the college HR Office. The college HR Office will facilitate the background investigation request with District HR and the confirmation of employment offer will be routed back through the location HR Office.
  
  
• Such a part-time employee may not perform any related duties until such time as the results of the criminal background check have been reviewed by District Human Resources and the recommendation for hiring has been approved.
  
  
• Identification of Current Employees Impacted by the Policy.
  
  
• Beginning on January 15 immediately following the implementation of this policy, all continuing employees in designated positions are subject to annual criminal background checks administered via District Human Resources.
• For the initial year of implementation, a special statement of understanding for continuing employees has been developed.  This form is to be initiated by the first level supervisor, discussed with the employee, and forwarded to the second level supervisor to confirm a continuing employee’s status in a security sensitive position. This signed form becomes a part of the official personnel file and remains in effect for annual evaluation until such time as the position is vacated and/or the college administration confirms that the position is no longer security-sensitive.
  
  
• The college HR Office is responsible for the necessary input to Colleague to flag the employee/position in order that annual audits regarding required background checks may be conducted.
  
  
• If, as a result of annual review, a continuing employee’s background investigation reveals a violation under the policy, District Human Resources will contact the college in order to reassign the employee to a position not requiring contact with minors or remove the employee to a paid leave status during review and discussion.The location cabinet member will be contacted by the District Director of Human Resources to discuss available options.

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