2008 Woodie Awards
Background checks required
Criminal investigation leads to checks on all new Board members
James Spung, Managing Editor
Issue date: 11/14/06
Last Updated: 12/26/07
"Generally, we're looking at criminal conviction records. We also want to verify credentials and employment records, asking 'Is what they've presented in their application true'?" Humiston said.
Humiston added that credit checks are typically run on employees who will deal with financial affairs.
In terms of what findings may disqualify a potential employee, Humiston said it depends on the situation.
"If someone has something show up on their criminal record from 20 years ago, we have to ask if it's relevant to the job they would be doing. It's a judgment area," Humiston said.
Any kind of crime against persons, theft or fraud would be problematic, she added.
Potential employees are allowed to fill out a form in which they have the opportunity to admit past criminal convictions. The form gives employees a chance to explain extenuating circumstances.
Similarly, Board members each year are given the opportunity to disclose any conflicts of interest or other situations which could potentially cause embarrassment to the Board as a whole.
"We think it's smart management to ask these kinds of questions," Boppell said.
Whitworth's new policy seems to be part of a growing trend among U.S. institutions of higher education to require background checks on all new faculty.
Currently, 26 percent of education institutions run checks on new faculty, according to a limited survey by Stephanie Hughes, owner of RiskAware LLC, a company that performs background checks.
A policy of background checks run on new trustees, however, is very rare, Humiston said. She said she knows of no other college that runs checks on new Board members.
There has been no talk of running background checks on new student employees, although in the future "that wouldn't be a bad way to go," Humiston said.
Humiston added that credit checks are typically run on employees who will deal with financial affairs.
In terms of what findings may disqualify a potential employee, Humiston said it depends on the situation.
"If someone has something show up on their criminal record from 20 years ago, we have to ask if it's relevant to the job they would be doing. It's a judgment area," Humiston said.
Any kind of crime against persons, theft or fraud would be problematic, she added.
Potential employees are allowed to fill out a form in which they have the opportunity to admit past criminal convictions. The form gives employees a chance to explain extenuating circumstances.
Similarly, Board members each year are given the opportunity to disclose any conflicts of interest or other situations which could potentially cause embarrassment to the Board as a whole.
"We think it's smart management to ask these kinds of questions," Boppell said.
Whitworth's new policy seems to be part of a growing trend among U.S. institutions of higher education to require background checks on all new faculty.
Currently, 26 percent of education institutions run checks on new faculty, according to a limited survey by Stephanie Hughes, owner of RiskAware LLC, a company that performs background checks.
A policy of background checks run on new trustees, however, is very rare, Humiston said. She said she knows of no other college that runs checks on new Board members.
There has been no talk of running background checks on new student employees, although in the future "that wouldn't be a bad way to go," Humiston said.
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