An Administrator's Guide to California Private School Law Compendium

 Names, addresses, telephone numbers, and email addresses of current and former employers;  Job positions held;  Job duties;  Names, telephone numbers, and email addresses of direct supervisors, school or division heads, and mentors;  Education;  Types of licenses/certifications and dates obtained;  Reason(s) that employment ended;  For positions requiring contact with minors, any convictions, with the exception of certain misdemeanor marijuana-related convictions more than two years old and any convictions that are part of an applicant’s juvenile offense history (for positions not involving contact with minors, Government Code section 12952 prohibits employers from seeking disclosure of an applicant’s conviction history until after a conditional offer has been made);  Whether the applicant has ever been asked to resign. If yes, why?;  Whether any sealed documents in the applicant’s personnel file exist; If yes, why?; and  Is there anyone that the applicant would not like the school to contact in the background investigation? If yes, why?  Establish a uniform screening process to review applications before the interview to eliminate any candidates who either do not meet minimum job qualifications or who are manifestly not competitive. To ensure the appropriateness of screening, schools should:  Establish job-related screening criteria that do not result in the exclusion of individuals who are qualified and competitive for the job;  Screening criteria should be predictive of success on the job;  Conduct the screening even-handedly;  Conduct screening without reference to or consideration of the perceived or actual race, ethnicity, or other protected characteristics of applicants;  Establish a process to review fairness and appropriateness of rejected applications;  Involve more than one person in the screening process;  Balance applicant’s privacy rights with the school’s need for information;  Advise all applicants in advance that applications shall be screened upon receipt, and only candidates who meet minimum job qualifications and who are the most highly competitive may be interviewed; and

An Administrator’s Guide to California Private School Law - Compendium ©2019 Liebert Cassidy Whitmore 52