PAUL PUBLIC CHARTER SCHOOL
Pre-Employment Screening Policy
1. Background
Paul Public Charter School is located in the upper northwest
quadrant of Washington, DC at the intersection of Eighth and
Oglethorpe Streets. It is the first traditional public school
in the city to convert to public charter school status. Paul
opened its doors as a public charter school in September 2000.
The charter for the school was awarded to a non-profit corporation
governed by the Board of Trustees of Paul Public Charter School.
This Board has fiduciary responsibility for the school and
is held accountable for its progress.
2. Overview
Paul uses the services of ADP Securehire to provide pre-screening
and employment verifications for all new hires. This policy
is to provide information to applicants about Paul's pre-employment
screening process. This policy also informs the applicant
of the consequences if an adverse verification is obtained.
3. The Policy
As part of the process of weighing an applicant's qualifications
and determining his or her suitability for open positions,
PAUL requires background checks for all finalists for a position.
These background checks are conducted by ADP Securehire (Avert,
Inc), a consumer reporting agency.
All applicants for employment with PAUL are asked to sign
a release form authorizing the appropriate background checks.
Any applicant who refuses to sign a release form is no longer
considered eligible for employment. Applicants also are expected
to provide references from their former employers as well
as educational reference information that can be used to verify
academic accomplishments and records.
The background check will include verification of information
provided on the completed application for employment, the
applicant's resume or on other forms used in the hiring process.
Information to be verified includes, but is not limited to,
social security number and previous addresses. PAUL will also
conduct a reference check and verification of the applicant's
education and employment background as stated on the employment
application or other documents listed above.
The background check will also include a criminal record
check. If a conviction is discovered, a determination will
be made whether the conviction is related to the position
for which the individual is applying or would present safety
or security risks before an employment decision is made.
If an applicant is denied employment wholly or partly because
of information obtained in a background check conducted by
Paul 's vendor, the applicant will be informed of this and
given the name, address and phone number of the vendor to
contact if he or she has specific questions about the result
of the check or wants to dispute its accuracy.
Any applicant who provides misleading, erroneous or willfully
deceptive information to PAUL on an employment form or resume
or in a selection interview is immediately eliminated from
further consideration for employment with PAUL.
SPECIFIC PRE-EMPLOYMENT SCREENING AREAS
First Check
As part of the process of weighing applicants' qualifications
and determining their suitability for open positions, PAUL
will conduct a first check to validate an applicant's social
security number. If the applicant's social security number
is not valid, was issued before the applicant was born or
belongs to someone the Social Security Administration says
is listed in its deceased person's file, the applicant will
be given a chance to produce proof of the validity of their
Social Security number before the continuance of the hiring
process ceases. Should this situation arise, PAUL suggests
that the applicant contact their local Social Security Office
for a Form SS- 5 for a proper social security number.
Name Link
A Name Link report will be conducted on each applicant. This
report will help provide previous addresses of the applicant
and will reveal any discrepancies in information provided
by the applicant.
The following characteristics may be subject to rejection
for employment by Paul:
A Name Link report for an applicant details names other than
those listed on a resume or application. In this case the
applicant may be sharing a social security number that may
or may not belong to them. In this circumstance, the applicant
will be given an opportunity to provide valid proof that the
correct social security number was disclosed. If the applicant
cannot provide this information, Paul may reject the applicant.
A Name Link report reveals other places of residency that
the applicant did not disclose on his application.
Criminal History
All applicants are required to disclose on the employment
application if they have been convicted of or served time
for a felony. If they have, they are required to describe
the situation on the application. The application states that
this information will be reviewed for job relatedness and
time since convictions.
The applicant will be rejected if the applicant discloses
or if a criminal history reveals that the applicant has:
