Penn State University Implements Updated Background Check Policy

Prior to the NCAA and Big Ten Conference sanctions, board of trustee decisions following the Freeh Report and the release of chilling voicemails left by Jerry Sandusky on a victim’s phone, the looming question of Penn State’s next steps still remain. The image of the university is undoubtedly tarnished after the Jerry Sandusky child sex abuse trial revealed university officials sat idle as children were victimized by the former assistant coach to the prestigious football team.

The university is still the subject of a number of investigations and the current president, Rodney Erickson says the university is cooperating fully. [Read more] Following the sanctions levied by the NCAA and Big Ten, credit ratings provider, Moody’s Corporation announced that it may cut the university’s current “Aa1” credit rating. A downgrade from Moody’s could make it more expensive for Penn State to borrow money – the school is already $1 billion in debt. [Read more]

Financial woes aside, the university has already begun taking steps to make a dent in replenishing the image it once had; removing the Joe Paterno statue from campus may not be enough.

Erickson announced earlier this month that the university would adopt a new background check procedure. On July 5, all current and future job candidates (including third-party candidates) must undergo a criminal background check prior to working for the university. HR99 as it’s called incorporates a “more comprehensive procedure that also ensures compliance with recently issued new guidance by the Equal Employment Opportunity Commission on background checks.”

Associate vice president of Human Resources, Susan Basso, says that “to provide the safest possible environment for our students, faculty, staff and visitors it is imperative that Penn State implements consistent and thorough background check procedures.”

First Contact HR has always recommended that higher education adhere to EEOC guidelines and adopt a comprehensive background check policy that meets their specific needs. No college or university is the same, yet identity verification, criminal records research, sex offender registry checks, employment and education verification and motor vehicle records review are all recommended services for any potential staff member of an educational institution.

Regarding the effectiveness of background checks, Jerry Sandusky had a criminal background and was even denied a volunteer coaching job in 2010 after Juniata College conducted a background check.

 

HR Professional Opinion:

Higher education institutions should audit their current practices and conduct an objective risk assessment. Student safety and security should be high priority and never subordinate to other objectives of the institution. Conducting comprehensive background checks that are in compliance with federal, state and local laws are key in protecting the institution’s reputation, hiring and retaining the right talent, while creating a culture that matches the institution’s goals, objectives and vision.

Higher education should evaluate all new hires, volunteers and contractors, considering the following factors against the work to be performed or held, the work performance location, and the degree of risk to the organization:

  1. Any loyalty or terrorism issue;
  2. Patterns of conduct (e.g., alcoholism/drug addiction, financial irresponsibility/major liabilities, dishonesty, un-employability for Negligence or misconduct, criminal conduct);
  3. Felony and misdemeanor offenses;
  4. Drug manufacturing/trafficking/sale;
  5. Significant honesty issue (e.g., extortion, armed robbery, embezzlement, perjury);
  6. Criminal sexual misconduct;
  7. Serious violent behavior (e.g., rape, aggravated assault, arson, child abuse, manslaughter);
  8. Illegal use of firearms/explosives; and
  9. Employment related misconduct involving dishonesty, policy violations, criminal or violent behavior.

Further, prior to taking any adverse action against any subject, First Contact HR recommends consideration of the following:

  1. The nature, extent and seriousness of the conduct;
  2. The circumstances surrounding the conduct;
  3. The frequency of the conduct;
  4. How recently the conduct occurred;
  5. The individual’s age and maturity at the time of the conduct;
  6. The presence or absence of rehabilitation and other pertinent behavior changes;
  7. The potential for pressure, coercion, exploitation, or duress;
  8. The likelihood of continuation of the conduct;
  9. How, and if, the conduct bears upon potential job responsibilities; and
  10. The individual’s employment history before and after the conduct.

 

 

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Juaniata College Conducted Background Check, Sandusky Denied Job

After applying to a volunteer coaching position in May 2010 at Juaniata College in Huntingdon, PA, college officials who did their due-diligence turned Jerry Sandusky down. Hiring personnel at the college denied Sandusky the position after conducting a background investigation and were made aware of the ex-Penn State assistant coach’s alleged improper behavior at a previous school.

Sandusky is currently at the forefront of a sexual abuse scandal, where he is being charged with 40 counts of molestation charges towards young boys over a 15-year period.

Although he failed a background check and was told by the Pennsylvania college’s administrators that they did not want him associated with their sports program, Sandusky still managed to serve as a “consultant.” Read more

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Background Screening and Minors, Concerned Parents

In light of the events that have unfolded at Penn State and Syracuse Universities, it is important to recognize the unfortunate events that occurred, but also shed light on how the scandals happened. The incident has shocked the country – Penn State University’s former football coach, Jerry Sandusky is being charged with 40 counts of sexual abuse towards minors and the university’s revered football coach, Joe Paterno was fired.

Sandusky is the pinpoint in a wide-ranging investigation that involves eight boys over a 15-year period. Similarly, Syracuse University authorities allegedly ignored sex abuse allegations in 2002 against basketball coach Bernie Fine. A former ball boy for Syracuse University, Bobby Davis, and his girlfriend at the time, claim to have gone to university police back in 2002 with child-molestation allegations. The two have decided to come forward again in response to the media spectacle at Penn State – this time, hoping they will be heard.

The allegations facing administrators at both universities are cause for any parent or school to worry especially when the trust and care of minors are involved. The reaction to these two events by parents is overwhelming – many are questioning the hiring process for the administrators, teachers, coaches and the like who spend time with children. The incidents that have occurred also highlight the lack of background checks performed on individuals who work closely with children.

In one case, a group of parents whose children participate in Baltimore County Department of Recreation and Parks programs are demanding the adoption of background checks for all coaches and volunteers (Read more). In another recent case, Hollywood casting assistant, Jason James Murphy has caused anxiety amongst the parents of child actors who worked under Murphy. Murphy is a convicted child molester who served five years in prison for kidnapping and molesting an 8 year old boy. Parents of child actors are especially concerned since the casting process is typically a time where a child would be unsupervised by a parent or guardian (Read more).

Had background checks including federal court criminal records searches, statewide criminal records searches and criminal history reports, been performed some of these events could have been avoided. It is important to question whether or not background checks are performed amongst those our society trusts with minors to help eliminate the chances of pedophiles and predators preying on children.

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