Agenda

Return

D.7

To:	Board of Supervisors
From:	Dianne Dinsmore, Human Resources Director
Date:	November 7, 2017

Contra

Costa

County

Subject:

Pre-Employment Screening Policy Administrative Bulletin 437

APPROVE	OTHER
RECOMMENDATION OF CNTY ADMINISTRATOR	RECOMMENDATION OF BOARD COMMITTEE

Action of Board On: 11/07/2017

APPROVED AS RECOMMENDED

OTHER

Clerks Notes:

VOTE OF SUPERVISORS

Contact:	Dianne Dinsmore, 925 335-1766
cc:	Nancy Zandonella Gladys Reid Barbara Vargen-Kotchevar Jeff Bailey, Labor Relations Manager

I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the date shown.
ATTESTED: November 7, 2017
David Twa,

BY:	, Deputy

RECOMMENDATION(S):

ACKNOWLEDGE receipt of Administrative Bulletin No. 437on Pre-Employment Screening Policy.

FISCAL IMPACT:

This item is informational only. The cost of pre-employment screening will continue to be covered by the hiring department.

BACKGROUND:

Each County department currently, independently, determines what pre-employment screening is appropriate when hiring new employees. Each department is responsible for ensuring compliance with all laws and standards. For example, positions that will interact with children must undergo a criminal background check. Departments that hire into positions requiring a special driver’s license, such as a Class A, must verify the license and driving record of the candidate, and in some cases the candidate must pass a drug test. Positions with access to Federal Tax Information must comply with IRS Publication 1075, Tax Information Security Guidelines for Federal, State and Local Agencies. There is no central point that sets Countywide pre-employment screening policy or standards.

The County Administrative Officer directed Human Resources to develop a policy to promote consistency in hiring practices and job-related screening of finalists for County positions in order to evaluate finalists’ suitability for the positions for which they are being considered and to protect the safety and security of employees, clients, residents and the public, and County assets. The resulting Administrative Bulletin assigns responsibility to Human Resource for maintaining a master list of background screening requirements for each active County classification as well as training and supporting departments in the County’s pre-employment screening policies and procedures and appropriate standards to meet policy requirements.

Human Resources will work with each department to develop and maintain a master list that identifies the specific components of pre-employment screening for each active County classification and ensure that those components are job-related and/or legally mandated based on the nature and duties of the position.

CONSEQUENCE OF NEGATIVE ACTION:

The action will promote consistency Countywide in hiring practices and job-related screening of finalists for County positions.

CLERK'S ADDENDUM

ACCEPTED the report; and REQUESTED staff to return to the Board with information on department policies and practices in place, and information on completing civil background checks as part of the screening process in the future, especially in regard to employee's working with children.