Background Checks

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Presention provided by Lexis Nexis at the US Sports Congress on background checks for not-for-profits

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Background Checks

  1. 1. The Importance of <br />Background Screening<br />December 2010 <br />
  2. 2. Agenda <br /><ul><li>Why Background Screening is Important
  3. 3. Building a Comprehensive Background Screening Program
  4. 4. Background Checks Best Practices & Trends
  5. 5. LexisNexis Volunteer Screening</li></li></ul><li>Q: How often does a registered sex offender attempt to obtain a position at a nonprofit organization?<br />A.Every 11.5 hours<br />B.Every 2 days<br />C.Every 24 hours<br />D.Every 36 hours<br />
  6. 6. Q: How often does a registered sex offender attempt to obtain a position at a nonprofit organization?<br />A. Every 11.5 hours<br />B.Every 2 days<br />C.Every 24 hours<br />D.Every 36 hours<br />
  7. 7. Why Background Screening Is Important:Similar to the business community, nonprofits perform background checks for several key reasons:<br />To uncover past behavior<br />To protect the organization’s integrity and image<br />To reduce negligent liability<br />To lower overall community risk<br />To protect the people you serve<br />
  8. 8. The Importance of Background Screening:In a five year audit of 3.7 million nonprofit background screens, LexisNexis found the following:<br />More than 189,000 individuals with at least one criminal convictions attempted to gain employment or volunteer with a nonprofit organization.<br />Offenses included: <br />Over 2,700 Registered Sex Offenders<br />3,900 Sex Related Crimes<br />37,400 Drug Related Offenses<br />651 Murder Convictions<br />Fast facts from the Audit:<br />Each Day, 144 individuals with criminal records applied for employment or a volunteer opportunity with a nonprofit<br />Every 11.5 hours, a registered sex offender attempter to obtain a position at a non-profit<br />
  9. 9. Q:What Does Background Screening Mean to You?<br />A.Checking the applicant’s criminal background<br />B.Conducting an in-person interview with an <br /> applicant<br />C.Checking personal and professional references of <br /> the applicant volunteer<br />D.All of the above<br />
  10. 10. Q:What SHOULD Background Screening Mean to You?<br />A.Checking the applicant’s criminal background<br />B.Conducting an in-person interview with an <br /> applicant<br />C.Checking personal and professional references of <br /> the applicant volunteer<br />D.All of the above<br />
  11. 11. A comprehensive background screening program consists of:<br />Written <br />Applications<br />Interviews<br />References<br />Background <br />Checks<br />
  12. 12. Q:What Background Screening do you conduct for potential employees today?<br />A.Conducting an in-person interview<br />B.Checking reference checks<br />C.Criminal background checks<br />D.All of the above<br />E.Some of the Above, depending on the role<br />F.None of the above<br />
  13. 13. Q:What Background Screening do you conduct for potential volunteers today?<br />A.Conducting an in-person interview<br />B.Checking reference checks<br />C.Criminal background checks<br />D.All of the above<br />E.Some of the Above, depending on the role<br />F.None of the above<br />
  14. 14. Building a Comprehensive Background Screening Program<br />Written <br />Applications<br />Interviews<br />References<br />Background <br />Checks<br />
  15. 15. Why Are Written Applications Necessary?<br />Building a comprehensive Background Screening Program: Written Applications<br />To document basic information about individual volunteers.<br />To assist in your interview and background check process.<br />Applicant self-selection.<br />
  16. 16. What are the elements of a good application?<br />Personal Identification<br />Academic Achievement or Certification*<br />Experience<br />Background Disclosure<br />References*<br />Consent<br />Signature<br />* How do these vary for staff vs. volunteers?<br />Building a comprehensive Background Screening Program: Written Applications<br />
  17. 17. What do you consider when reviewing an application?<br />Frequent Moves<br />Work History Gaps<br />Any Convictions Disclosed<br />Building a comprehensive Background Screening Program: Written Applications<br />
  18. 18. Building a comprehensive background screening Program<br />Written <br />Applications<br />Interviews<br />References<br />Background <br />Checks<br />
  19. 19. Why Interview?<br />As an organization, interviews allow you to:<br />Validate information provided on the application<br />Identify characteristics that could influence the placement of the applicant<br />Through an interview, potential volunteers can:<br />Learn more about the organization<br />Gain more insights into the requirements of the position<br />Get a taste of the organizational culture<br />Decide if this is the right opportunity for them<br />Building a comprehensive Background Screening Program: Interviews<br />
  20. 20. Preparing for the Interview<br />As a nonprofit organization, you may find yourself reliant upon volunteers or others who are not trained in Human Resources to conduct interviews.<br />Developing a set of standard questions to help identify risk factors will help to ensure your interviews are as effective as possible.<br />Interview questions should be written/asked in a way that encourages dialogue. Avoid Yes/No answers!<br />Building a comprehensive Background Screening Program: Interviews<br />
  21. 21. Building a comprehensive background screening Program<br />Written <br />Applications<br />Interviews<br />References<br />Background <br />Checks<br />
  22. 22. Checking references is one of the best ways to obtain information about an applicant from a third party.<br />Unless you check references the only information you have was provided by the applicant.<br />The reference check can help uncover details about the applicant’s performance, skills and competence.<br />? How do you get references to respond openly to your questions?<br />Building a comprehensive Background Screening Program: References<br />
  23. 23. Tips for Obtaining References<br />Ask your applicant to notify their references that you may be calling.<br />Identify yourself and your organization.<br />Inform the person you are calling that you have consent from the applicant to obtain a reference --- and have it!<br />Follow a script<br />Verify applicant information and candidate qualifications<br />Review the responsibilities of the position<br />Inform the reference that you are the manager/supervisor<br />Only ask questions relavant to the position responsibilities or conditions<br />Building a comprehensive Background Screening Program: References<br />
  24. 24. Things to avoid when checking references<br />Do not discuss information unlawful for use in the placement process, such as race or sex (not permitted for employment, not advised for volunteers)<br />Do not ask leading questions<br />Do not ask questions that can be answered with Yes or No<br />Questions that are related to an applicant’s health or disability are prohibited under provisions of the ADA.<br />Do not ask questions that are too general.<br />Building a comprehensive Background Screening Program: References<br />
  25. 25. A comprehensive background screening program consists of:<br />Written <br />Applications<br />Interviews<br />References<br />Background <br />Checks<br />
  26. 26. Q:What does it mean to do a Background Check?<br />A.Send the applicant to the Local Police Department<br />B.Send the fingerprints to the FBI<br />C.Search multiple local and national sources<br />D.Search in the state where the applicant currently resides<br />E.Other<br />F.None of the above<br />
  27. 27. Building a comprehensive Background Screening Program: Background Checks<br />What is a Background Check?<br /> A background check is the process of authenticating the information supplied to a potential employer, multi-family organization, or volunteer organization by a job, resident, or volunteer candidate in a resume, application and interviews. <br />Typical components include:<br /><ul><li> Social Security Number Verification
  28. 28. Criminal Records Search
  29. 29. Sex Offender Registry Search</li></li></ul><li>How do you determine who to check?<br />Review the responsibilities of the position for which you are performing the screening.<br />Will the volunteer be in contact with children?<br />Will the staff member handle money or have access to financial records?<br />Will the volunteer see the names and addresses of staff members or donors?<br />Will the applicant be driving your organization’s vehicles?<br />Building a comprehensive Background Screening Program: Background Checks<br />
  30. 30. How do you determine what records to check?<br />Ensure you understand the differences in types of checks available.<br />Types of record searches available:<br />Criminal Records Search<br />National Databases<br />FBI<br />State Sources<br />County Sources<br />Social Security Number Verification<br />Sex Offender Registry<br />Motor Vehicle Reports<br />Building a comprehensive Background Screening Program: Background Checks<br />
  31. 31. Meeting State and Federal Guidelines<br />Educate yourself on state laws that govern the type of position you are filling.<br />Many states have statutes that apply to caregivers and childcare workers<br />Other states have “ban the box” legislation that doesn’t allow to ask about criminal histories on employment applications.<br />Ensure you know your legal responsibilities before proceeding.<br />Consult with your organization’s legal counsel if you are unsure.<br />Building a comprehensive Background Screening Program: Background Checks<br />
  32. 32. Best Practices for Background Checks:Risks of NOT Conducting Background Checks<br />
  33. 33. Best Practices for Background Checks: Nationwide Criminal Search<br />Advantages:<br />Instant Results, covering a broader geographic scope<br />Standard county/state background checks will not typically find a record if the person has moved, or committed a crime in another county or state.<br />What records are included:<br />Each database provider may have different methods for gathering records obtained in their criminal databases.<br />Typically, types of Records include:<br />Department of Corrections<br />Administrative office of Courts<br />Individual County Courts<br />State specific criminal record repositories<br />Sex offender registry records<br />
  34. 34. National Criminal Search vs. a State or County Level Criminal Search<br />The transient nature of those with criminal convictions shows the need for a nationwide criminal search<br />
  35. 35. Best Practices For Background Checks: Social Security Number (SSN) Verification<br />Social Security Number Verification is a key component in verifying your applicant’s identity.<br />The service can:<br />Determine if the SSN was ever issued<br />Identify an SSN assigned to a person who has been reported as deceased<br />Identify other individuals who are associated with the SSN<br />Provide the Issue date<br />Considerations:<br />Some applicants are sensitive to providing their SSN<br />Your background check vendor must ensure the if SSN is kept secure<br />You also have a responsibility to ensure the safety of the SSN and an applicant’s other personal information.<br />
  36. 36. Best Practices for Background Checks: Sex Offender Registries<br />All 50 States currently have a Sex Offender Registry<br />Each state varies the level of Offender provided on their public websites<br />Level 2 and 3 offenders are normally included on public websites<br />Level 1 offenders are not provided on all public websites<br />Most sex offenses are criminal records and most criminal records originate in county or state courts<br />Conviction of a crime of sexual nature will usually result in a requirement to register as a sexual offender<br />At that time, the individual ends up in a state Sex Offender Registry with the associated sexual criminal record.<br />
  37. 37. Best Practices for Background Checks: Motor Vehicle Record Checks<br />Motor Vehicle Records are typically obtained by a third party through a state’s Department of Motor Vehicles.<br />Access to Motor Vehicle Records may be limited for volunteer screening<br />Some states only allow access for employment purposes.<br />Information provided may include:<br />Name (s)<br />State of issue<br />Previous State of Issue<br />Violation (s)<br />Points<br />Current License Status<br />
  38. 38. Nonprofit organizations need to conduct comprehensive—and affordable—background screening services before employees or volunteers are allowed to work with children or other vulnerable populations.<br />Business Issues for Nonprofit organizations:<br />Safety.<br />Non-profit organizations need to know their volunteers in order to protect the safety and well being of the vulnerable populations they serve.<br />Cost.<br />Non-profit organizations need to maximize their limited budgets by using a screening provider that provides the depth and breadth of data needed to make the right volunteer placement decisions.<br />Bandwidth.<br />Non-profit organizations have limited resources and often rely on their business partners to provide guidance on best practices and compliance as it pertains to non-profit organizations.<br />LexisNexis® Volunteer Screening helps protect the safety <br />of others and the reputation of your organization by mitigating risk <br />associated with the volunteers you place.<br />
  39. 39. LexisNexis Risk, part of the LexisNexis Group (LNG), is a leading global provider of content-enabled workflow solutions to help clients across multiple industries predict, assess, and manage risk<br />LexisNexis Screening Solutions is a leader in employment, resident and volunteer screening<br /><ul><li>More than 12 million background checks processed in 2008
  40. 40. More than 5 million drug screens performed in 2008
  41. 41. More than 27,000 clients across all industries
  42. 42. Largest collector of criminal records from courthouses
  43. 43. 6,000+ proprietary records added daily
  44. 44. 8M+ visits to courthouses each year</li></li></ul><li>Getting Started with LexisNexis Volunteer Screening Is Easy<br />Sign Up <br />Online<br />Go to:<br />http://volunteer.lexisnexis.com<br />Click:<br />Sign Up Now<br />Complete the: <br /><ul><li>Subscriber Application
  45. 45. Service Agreement </li></ul>Click:<br />Process My Application<br />
  46. 46. Getting Started with LexisNexis Volunteer Screening Is Easy<br />Sign Up <br />Online<br />Receive <br />Credentials<br /><ul><li>Once you sign up online and complete the paperwork, you should receive your credentials within 5-7 business days.
  47. 47. Turnaround can be quicker if your paperwork is in order.
  48. 48. A username and password will be emailed to you.</li></li></ul><li>Getting Started with LexisNexis Volunteer Screening Is Easy<br />Order <br />Background <br />Checks<br />Sign Up <br />Online<br />Receive <br />Credentials<br />
  49. 49. Getting Started with LexisNexis Volunteer Screening Is Easy<br />Order <br />Background <br />Checks<br />Receive <br />Actionable <br />Results!<br />Sign Up <br />Online<br />Receive <br />Credentials<br />
  50. 50. Thank you!Questions?<br />Contact Me<br />Kelly Metzger<br />724-324-9113 <br />kelly.metzger@lexisnexis.com<br />LexisNexis Volunteer Screening<br />Sign up and Order Background Reports:<br />Volunteer.lexisnexis.com<br />Nonprofit Resource Center<br />Gain insight into risk management issues for nonprofits<br />LexisNexis.com/Risk/Nonprofit<br />

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