最終更新日3月 21, 2025
Policy 5020 P5 Hiring Standards and Practices: Background Checks
In accordance with Utah law, Provo City School District requires all prospective employees and volunteers with significant unsupervised access to students, to submit to a criminal background check. Prospective ESP employees must pay a fee for the background check. School administration may choose to cover the cost of a background check for a volunteer or prospective ESP employee. Prospective employees or volunteers may not commence employment or service until the background check has been completed and authorization granted by the Human Resources Department. Each prospective employee and volunteer will have his/her fingerprints taken and sign a waiver permitting the district to request a search of the Utah Criminal History File.
As a condition of continued employment or service, Utah Code requires current employees and volunteers with significant unsupervised access to students, to submit to periodic background checks. The District does not require a background check for student employees under the age of 18.
The Human Resources Department shall submit to the Utah Bureau of Criminal Identification (BCI) a set of fingerprints and a waiver statement signed by the prospective employee. The background checks conducted shall meet the level required for work or service in the educational setting.
The BCI results are confidential and this information will only be used for the District’s internal purposes when determining the suitability for employment or service of an employee, applicant or volunteer. The District will keep this information in a secure location that is accessible only to persons who are authorized to have access in order to complete their employment duties.
Provo City School District shall not release any Provo School District employee information disclosed by the BCI to any other agency or individual.
Provo City School District will consider the following when making a decision regarding initial employment:
- Any convictions, including pleas in abeyance;
- Any matters involving a felony;
- Any matters involving an alleged sexual offense; class A misdemeanor drug offense; offense against the person under Title 76, Chapter 5, Offenses Against the Person; class A misdemeanor property offence that is alleged to have occurred within the previous three years; and
- Any other type of criminal offense, if more than one occurrence of the same type of offense is alleged to have occurred within the previous eight years.
The District shall provide the disqualified applicant with written notice of the reasons for disqualification and the disqualified applicant’s right to request a review of the information received and the reasons for disqualification when requested by the individual who was deemed disqualified in writing.
Licensed Employees
The State Board of Education requires all licensed employees to submit to a Criminal Background Check and ongoing monitoring as a condition of initial licensure and as part of each license renewal. These background checks must be completed by June 30th of the year of license expiration. The District will receive notification of any new entries made against an individual from the Bureau.
Synopsis
- Due Process for Individuals — Review of criminal history information
参考文献
- Utah Code 53G-11-405
教育委員会承認
採択された2016年4月25日
Revised: November 6, 2017
Code Updated: July 2018
関連ポリシー、手続き、フォーム
- 5020 雇用基準と慣行
- 5020 手順1 採用基準と慣行
- 5020 手続2 米国市民以外の雇用
- 5020 手順 3 従業員のクラス分け
- 5020 手順 4 採用基準と実践:タイトルIおよび特別教育パラプロフェッショナルの資格
- 5020 手続 5 採用基準と慣行身元調査
- 5020 手順6 課外コーチの雇用と研修
- 5020 P7:ネポティズム
- 5020 P8:退役軍人と退役軍人の配偶者の優先採用
- 5020 様式1 承認書のリクエスト
- 5020 様式2 非米国市民の雇用
- 5020 フォーム3 ビザ・チェックリスト 非米国人教師
- 5020 様式5 リファレンス・チェック・フォーム
- 5020 様式6 クラシファイド・レファレンス・チェック・フォーム
- 5020 様式9 引退願い
- 5020 様式11 インタビュー同意書