Policy 4120 – Employment Procedures
The Board of Education, upon recommendation of the Superintendent, votes on the employment
of all staff members. In approving applicants the Board will be guided by the desire to obtain
individuals committed to providing the highest quality education for the District’s students. For
Title I staff qualifications and hiring, refer to Policy and Regulation 1621 – Title I.
No person will be employed by the Board until the District obtains a clear criminal records check
and a clear check of the DHSS Family Care Safety Registry. Additionally, and prior to offering
employment to any teacher who had previously been employed by a Missouri school district or
charter school, the Superintendent/designee shall obtain from the Department of Elementary and
Secondary Education the identity of the school district or charter school that had previously
employed the applicant. The District will contact the former employer to determine if such
applicant had been terminated or resigned in lieu of termination; or against whom allegations of
sexual misconduct had been substantiated by the Children’s Division.
All persons employed by outside vendors/contractors who will have contact with students will be
required to successfully undergo a criminal records and a clear check of the Child Abuse/Neglect
Registry prior to contact with students. Such background checks will be performed at the
vendors/contractors’ expense and will, upon request, be shared with the District. All finalists for
an employment position will be required to sign a release of liability authorizing prior
employers, including school districts, to furnish any information about the applicant and the
applicant’s work performance, including but not limited to discipline records and performance
evaluations. The administration may also conduct random background checks after employment.
Failure to check references and prior employment for new hires prior to their start date may
result in disciplinary action up to and including suspension without pay.
The District will participate in the Missouri Rap Back Program. In doing so, the District will
comply with all procedures issued by the Missouri State Highway Patrol and the Federal Bureau
of Investigations regarding the Missouri and National Rap Back Program. As a result, the
District will be notified by the Highway Patrol when a new arrest has been reported of a District
employee. The District will then request the individual’s updated criminal record history.
As part of the criminal records check, any person employed after January 1, 2005, shall submit
two sets of fingerprints to be used by the Missouri Highway Patrol and the Federal Bureau of
Investigation. The fingerprints shall be collected pursuant to standards determined by the
Missouri Highway Patrol. All District employees who are authorized to access the Missouri
Automated Criminal History Site (MACHS) will only use such criminal history information for
purposes of verifying qualifications for employment. The District will not create copies of the criminal record for employment record purposes and will not disseminate the record, except as
permitted by law.
The District will designate a full-time employee, who will be fully trained in the Missouri
Highway Patrol’s automated criminal history site (MACHS), to serve as the District Local
Agency Security Officer (LASO). The District’s LASO Security Officer will be responsible for
implementation and oversight of the District’s Use of MACHS for all applicants. Any employee
who attempts to access MACHS without authorization, improperly disseminates an applicant’s
criminal history record or facilitates unauthorized access to MACHS, will be subject to
disciplinary action up to and including termination. Such improper use of the MACHS system
constitutes an “incident” requiring reporting. Immediately upon knowledge of an “incident,” the
District’s Local Agency Security Officer (LASO) will be notified, in writing, describing the
“incident.” The LASO Officer will then notify the Missouri Highway Patrol with the details of
the “incident.”
All vacancies should be posted for a minimum of ten (10) school days before the Superintendent
may recommend a qualified applicant to the Board for employment. In an emergency situation
the Superintendent may temporarily employ an applicant prior to the expiration of the posting.
The temporary applicant may be considered along with other applicants for the position after the
ten days. However, in order to hire a Board member’s spouse, the position must have been posted
for a minimum of ten (10) days. (Refer to Policy 0342 – Nepotism, Conflict of Interest and
Financial Disclosure.)
The Superintendent or his designee is the person who shall respond to requests from potential
employers for information regarding a former District employee. The information the District
should provide is title, position, length of employment, whether the employee was terminated or
resigned, and whether the District would re-hire the employee.
Additionally, when requests for information from any public school regarding a former
employee against whom allegations of sexual misconduct involving a student have resulted in a
determination by the Board of an actual violation of sexual misconduct pursuant to Board Policy;
a resignation in lieu of termination; or allegations of sexual misconduct that have been
substantiated by Children’s Division, the Superintendent or his designee shall disclose to the
requesting school the allegations of sexual misconduct and the findings of a Children’s Division
investigation.
Any school district employee who is permitted to respond to requests for information, acting in
good faith, who reports authorized information, as provided in this policy or, who, in good faith,
reports alleged sexual misconduct on the part of a District employee, will not be disciplined or
discriminated against because of such report.
This foregoing policy is intended to comply with the Amy Hestir Student Protection Act, Senate
Bill 54, including section 162.068 RSMo. The District shall provide notice of this policy to all
current employees and to all potential employers who contact the District regarding the possible
employment of a District employee.