| Bartholomew Consolidated School Corporation |
| Administrative Guidelines |
4121 - PERSONAL BACKGROUND CHECK
In accordance with Board policy, the personal and employment history will be thoroughly investigated of each candidate who is seriously being considered for employment as a regular or substitute member of the staff and for any volunteer who will have care, custody, or control of one or more students on an independent basis.
In addition to the information obtained through the employment procedure described in AG 4120, a criminal history record check must be conducted. The immediate supervisor will be responsible for ensuring that the candidate completes the required form.
If the Corporation's investigation and/or criminal history check reveals that a candidate has been involved in some unlawful behavior, such information should be examined in light of:
| A. | the nature of the unlawful behavior, e.g. was it a felony or a misdemeanor? did it involve violence? was it sex related? was it child related? etc.; | |
| B. | did the behavior result in a conviction; | |
| C. | how recently the behavior occurred and the behavior of the candidate in the interim; | |
| D. | the relationship of the behavior to the duties the person would be assuming, if hired; | |
| E. | the likelihood that the candidate would represent a potential threat of injury or to loss/damage to property; | |
| F. | the extent that the staff position involves being an exemplar to students and the potential for the presentation of a negative exemplar; | |
| G. | the manner in which the information came to the Corporation's attention, i.e. offered by the candidate or reported through an investigation. |
The final decision concerning the employment (or possible disemployment if the information comes to light after employment) will be made by the Assistant Superintendent for Human Resources.