Administrative Policy # 3.15 - Background Checks
Purpose
The background check policy is in place to ensure protection to the employees and community members of the City of Corvallis.
Policy
The City will conduct background checks for prospective employees, current employees, volunteers, interns, and contractors prior to hire or placement into a position.
Background checks may consist of, but are not limited to, the following:
- Criminal History
- Driving Record
- Social Security Verification
- Employment Verification
- Professional License/Certification Verification
- Education Verification
- Sex Offender Registry (State and National)
- Reference Checks (Personal and Professional)
- Credit History
- Drug Screen
- Physical/Medical Evaluation
- Psychological Evaluation
The City of Corvallis typically does not conduct background checks on minors.
Procedures
In accordance with state law, The City does not inquire about criminal history during the application process or prior to an initial interview with the exception of the Police Department. The City’s practice is to extend a conditional offer of employment or appointment prior to conducting a background check.
Prospective or current employees, volunteers, interns, and contractors must consent prior to the City performing the background check. When performing a background check by a third party, individuals are protected under the Fair Credit Reporting Act. Prospective employees, current employees, volunteers, interns and contractors must sign the background check authorization and disclosure forms and be given a copy of the Summary of Your Rights Under the Fair Credit Reporting Act.
Background checks are not required for volunteers in the following limited instances:
- a. For a single-day, self-contained event (i.e. City-sponsored fun run);
- b. For those that volunteer for the City through another organization (City contract with sponsoring organization to require background checks as part of contract terms.);
- c. For a self-contained event (i.e. newsletter mailing group at the Sr. Center) where there exists no opportunity for the volunteer to interact with patrons/staff without staff supervision. This category should be used sparingly and requires approval by the HR Director;
- d. For the Majestic Theatre, the following will be required:
- 1. When a production includes children, Directors will be required to undergo a full volunteer background check.
- 2. Children involved in a production will be supervised on a 1:10 maximum ratio by a Child Monitor who is required to undergo a full background check.
- 3. Anyone handling cash and/or a City purchasing card will be required to undergo a full volunteer background check.
- 4. Anyone else deemed necessary by the Majestic Theater Supervisor and approved by the HR Director to ensure the safety of the performers and the public.
At the discretion of Human Resources staff, a candidate who possesses an unfavorable background, after determining job relatedness, will not be considered for employment or a specific position.
Review/Update
The Human Resources Director will update this Administrative Policy as needed and submit to City Manager for review and approval.
Last reviewed: 12-2018
