As you are aware, the Office of the Auditor General has interpreted that State law provides for Level II background screenings for college employees and volunteers since many are in direct contact with minors that attend dual enrollment programs at the college and many serve in positions of special trust that collect and maintain personally identifiable information, financial information, educational records, and health information records. For these reasons and to promote a safe and secure environment for our students, staff, and guests, CF Administration has approved a new Administrative Procedure for Criminal Background Screenings #6.05 located on the Administrative Procedures webpage.
With the adoption of the Criminal Background Screening procedure, the college will be conducting a compulsory level II background screen on all current employees, future employees and volunteers of the college including certain contractual workers. CF Employees, Contractors and Volunteers with a current unexpired background check on file with Human Resources/Criminal Justice (within the last 5 years) will not be required to undergo a screening at this time.
Human Resources will provide instructions for each department supervisor regarding their role for compliance. All background checks will be conducted by the authorized CF Criminal Justice representative, Cindy Baldwin, or other Criminal Justice designee. Offsite campus screenings will be conducted according to each Vice President or Provost request for the Criminal Justice representative to schedule an onsite visit for completion.
We understand you may have questions or concerns regarding the background screenings. A ‘Frequently Asked Questions’ list has been established to provide guidance and answers regarding the screening process, the legal basis, what qualifies as a conviction, how to self-disclose, and consequences of non-participation, among other items.
The college is granting a ‘Grace Period’ for staff to voluntarily ‘self-disclose’ any arrest or criminal investigations to Human Resources during the dates of June 25, 2018 through July 25, 2018. You may write a letter of explanation informing the Director of Human Resources of an incident that may not have been reported on your employment application or that has occurred after you became an employee of the college. Letters of self-disclosure will remain confidential unless it is necessary for an appeals committee to review your case. All background report exceptions will be handled on a case-by-case basis.
The first phase of background screenings will tentatively begin June 25, 2018. The first phase will include primarily non-instructional full-time staff, part-time staff and college administrators. The start date is subject to change based on each department and the criminal justice departments schedule and demands. (The projected timeline for phase one is 6/25/18 – 12/14/18.)
Department supervisors will have oversight of the backgrounds scheduled in their area to ensure all full-time staff, part-time staff, student worker and volunteer, schedule and complete the required background screening prior to Winter Break 2018. (Deadline: Friday, December 14, 2018)
The second phase of background screenings will begin with the fall 18 academic calendar. (The projected timeline for phase two is 8/16/18 – 12/7/18)
Academic Deans, Program Manager’s and Faculty Chairs will have oversight of the backgrounds scheduled in their area to ensure that all faculty, adjuncts and part-time instructors in their department schedule and complete the required background screening prior to the end of the fall 2018 term. (Deadline: Friday, December 7, 2018)
All background screenings are being conducted in compliance with the State Auditors and the Jessica Lunsford Act. (FLS: Labor: 435 Employment Screening, FLS: K-20 Education Code: Chapter 1012: Personnel: 1012.315; 1012.465; 1012.32; 1012.467; 1012.468)
Your safety is our priority and concern. Please contact the Office of Human Resources with any questions as we move forward.