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

1. The Importance of Background Screening December 2010

3. Building a Comprehensive Background Screening Program

4. Background Checks Best Practices & Trends

6. Q: How often does a registered sex offender attempt to obtain a position at a nonprofit organization? A. Every 11.5 hours B.Every 2 days C.Every 24 hours D.Every 36 hours

7. Why Background Screening Is Important:Similar to the business community, nonprofits perform background checks for several key reasons: To uncover past behavior To protect the organization’s integrity and image To reduce negligent liability To lower overall community risk To protect the people you serve

8. The Importance of Background Screening:In a five year audit of 3.7 million nonprofit background screens, LexisNexis found the following: More than 189,000 individuals with at least one criminal convictions attempted to gain employment or volunteer with a nonprofit organization. Offenses included: Over 2,700 Registered Sex Offenders 3,900 Sex Related Crimes 37,400 Drug Related Offenses 651 Murder Convictions Fast facts from the Audit: Each Day, 144 individuals with criminal records applied for employment or a volunteer opportunity with a nonprofit Every 11.5 hours, a registered sex offender attempter to obtain a position at a non-profit

9. Q:What Does Background Screening Mean to You? A.Checking the applicant’s criminal background B.Conducting an in-person interview with an applicant C.Checking personal and professional references of the applicant volunteer D.All of the above

10. Q:What SHOULD Background Screening Mean to You? A.Checking the applicant’s criminal background B.Conducting an in-person interview with an applicant C.Checking personal and professional references of the applicant volunteer D.All of the above

11. A comprehensive background screening program consists of: Written Applications Interviews References Background Checks

12. Q:What Background Screening do you conduct for potential employees today? A.Conducting an in-person interview B.Checking reference checks C.Criminal background checks D.All of the above E.Some of the Above, depending on the role F.None of the above

13. Q:What Background Screening do you conduct for potential volunteers today? A.Conducting an in-person interview B.Checking reference checks C.Criminal background checks D.All of the above E.Some of the Above, depending on the role F.None of the above

14. Building a Comprehensive Background Screening Program Written Applications Interviews References Background Checks

15. Why Are Written Applications Necessary? Building a comprehensive Background Screening Program: Written Applications To document basic information about individual volunteers. To assist in your interview and background check process. Applicant self-selection.

16. What are the elements of a good application? Personal Identification Academic Achievement or Certification* Experience Background Disclosure References* Consent Signature * How do these vary for staff vs. volunteers? Building a comprehensive Background Screening Program: Written Applications

17. What do you consider when reviewing an application? Frequent Moves Work History Gaps Any Convictions Disclosed Building a comprehensive Background Screening Program: Written Applications

18. Building a comprehensive background screening Program Written Applications Interviews References Background Checks

19. Why Interview? As an organization, interviews allow you to: Validate information provided on the application Identify characteristics that could influence the placement of the applicant Through an interview, potential volunteers can: Learn more about the organization Gain more insights into the requirements of the position Get a taste of the organizational culture Decide if this is the right opportunity for them Building a comprehensive Background Screening Program: Interviews

20. Preparing for the Interview As a nonprofit organization, you may find yourself reliant upon volunteers or others who are not trained in Human Resources to conduct interviews. Developing a set of standard questions to help identify risk factors will help to ensure your interviews are as effective as possible. Interview questions should be written/asked in a way that encourages dialogue. Avoid Yes/No answers! Building a comprehensive Background Screening Program: Interviews

21. Building a comprehensive background screening Program Written Applications Interviews References Background Checks

22. Checking references is one of the best ways to obtain information about an applicant from a third party. Unless you check references the only information you have was provided by the applicant. The reference check can help uncover details about the applicant’s performance, skills and competence. ? How do you get references to respond openly to your questions? Building a comprehensive Background Screening Program: References

23. Tips for Obtaining References Ask your applicant to notify their references that you may be calling. Identify yourself and your organization. Inform the person you are calling that you have consent from the applicant to obtain a reference --- and have it! Follow a script Verify applicant information and candidate qualifications Review the responsibilities of the position Inform the reference that you are the manager/supervisor Only ask questions relavant to the position responsibilities or conditions Building a comprehensive Background Screening Program: References

24. Things to avoid when checking references Do not discuss information unlawful for use in the placement process, such as race or sex (not permitted for employment, not advised for volunteers) Do not ask leading questions Do not ask questions that can be answered with Yes or No Questions that are related to an applicant’s health or disability are prohibited under provisions of the ADA. Do not ask questions that are too general. Building a comprehensive Background Screening Program: References

25. A comprehensive background screening program consists of: Written Applications Interviews References Background Checks

26. Q:What does it mean to do a Background Check? A.Send the applicant to the Local Police Department B.Send the fingerprints to the FBI C.Search multiple local and national sources D.Search in the state where the applicant currently resides E.Other F.None of the above

28. Criminal Records Search

30. How do you determine what records to check? Ensure you understand the differences in types of checks available. Types of record searches available: Criminal Records Search National Databases FBI State Sources County Sources Social Security Number Verification Sex Offender Registry Motor Vehicle Reports Building a comprehensive Background Screening Program: Background Checks

31. Meeting State and Federal Guidelines Educate yourself on state laws that govern the type of position you are filling. Many states have statutes that apply to caregivers and childcare workers Other states have “ban the box” legislation that doesn’t allow to ask about criminal histories on employment applications. Ensure you know your legal responsibilities before proceeding. Consult with your organization’s legal counsel if you are unsure. Building a comprehensive Background Screening Program: Background Checks

32. Best Practices for Background Checks:Risks of NOT Conducting Background Checks

33. Best Practices for Background Checks: Nationwide Criminal Search Advantages: Instant Results, covering a broader geographic scope 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. What records are included: Each database provider may have different methods for gathering records obtained in their criminal databases. Typically, types of Records include: Department of Corrections Administrative office of Courts Individual County Courts State specific criminal record repositories Sex offender registry records

34. National Criminal Search vs. a State or County Level Criminal Search The transient nature of those with criminal convictions shows the need for a nationwide criminal search

35. Best Practices For Background Checks: Social Security Number (SSN) Verification Social Security Number Verification is a key component in verifying your applicant’s identity. The service can: Determine if the SSN was ever issued Identify an SSN assigned to a person who has been reported as deceased Identify other individuals who are associated with the SSN Provide the Issue date Considerations: Some applicants are sensitive to providing their SSN Your background check vendor must ensure the if SSN is kept secure You also have a responsibility to ensure the safety of the SSN and an applicant’s other personal information.

36. Best Practices for Background Checks: Sex Offender Registries All 50 States currently have a Sex Offender Registry Each state varies the level of Offender provided on their public websites Level 2 and 3 offenders are normally included on public websites Level 1 offenders are not provided on all public websites Most sex offenses are criminal records and most criminal records originate in county or state courts Conviction of a crime of sexual nature will usually result in a requirement to register as a sexual offender At that time, the individual ends up in a state Sex Offender Registry with the associated sexual criminal record.

37. Best Practices for Background Checks: Motor Vehicle Record Checks Motor Vehicle Records are typically obtained by a third party through a state’s Department of Motor Vehicles. Access to Motor Vehicle Records may be limited for volunteer screening Some states only allow access for employment purposes. Information provided may include: Name (s) State of issue Previous State of Issue Violation (s) Points Current License Status

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. Business Issues for Nonprofit organizations: Safety. Non-profit organizations need to know their volunteers in order to protect the safety and well being of the vulnerable populations they serve. Cost. 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. Bandwidth. 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. LexisNexis® Volunteer Screening helps protect the safety of others and the reputation of your organization by mitigating risk associated with the volunteers you place.

40. More than 5 million drug screens performed in 2008

41. More than 27,000 clients across all industries

42. Largest collector of criminal records from courthouses

43. 6,000+ proprietary records added daily

45. Service Agreement Click: Process My Application

47. Turnaround can be quicker if your paperwork is in order.

49. Getting Started with LexisNexis Volunteer Screening Is Easy Order Background Checks Receive Actionable Results! Sign Up Online Receive Credentials

50. Thank you!Questions? Contact Me Kelly Metzger 724-324-9113 kelly.metzger@lexisnexis.com LexisNexis Volunteer Screening Sign up and Order Background Reports: Volunteer.lexisnexis.com Nonprofit Resource Center Gain insight into risk management issues for nonprofits LexisNexis.com/Risk/Nonprofit