Claudette Riley

CRILEY@NEWS-LEADER.COM

Springfield Public Schools has 1,437 employees hired before state law required fingerprint background checks.

That's roughly 40 percent of the district's current payroll.

District employees hired before 2005 weren't required to submit fingerprints and that gap in screening was one of six findings listed in a recent internal audit of the district's employee background check process.

"It's a pretty big number," said Internal Auditor Wayland Mueller. "There's a sizable number of employees that fall into that."

The audit, which will be presented during Tuesday's board study session, recommends obtaining fingerprint checks for the longtime employees hired before it was required. If the district moves forward, it could cost more than $64,000.

Board president Denise Fredrick said the board is open to discussing the need and the cost. She said the board is eager to talk about next steps.

"We want to take this and keep improving," Fredrick said. "All of those (findings) need to be brought forward so we can discuss - this is what it would cost, this is how many people would be involved."

Superintendent Norm Ridder requested the background check audit this spring after the abduction and killing of fourth-grader Hailey Owens. Craig Michael Wood — who had worked for the district as a substitute, coach and teaching assistant since 1998 — has been charged in the crime.

District officials scrutinized the vetting process for Wood, following the incident, and concluded the necessary steps were taken. Court records show Wood entered a guilty plea to possession of a controlled substance, marijuana, in 1990, and had a misdemeanor charge related to illegally killing wildlife, a turkey, in 2001.

The district said background checks were conducted on Wood early on in his employment and again in 2006, after the law changed, when he became a full-time employee.

Mueller said background checks aren't foolproof and they can't measure what an individual might do in the future.

The 15-page audit report states that pre-employment criminal background check screenings are critical to creating a safe environment for students and staff. He looked at compliance with the current rules.

"Overall, for new hires, the district typically goes above and beyond what the state requires," Mueller said.

As of Jan. 1, 2005, applicants for positions that include "contact with pupils" must submit fingerprints — which are then checked against local, state and federal databases, including the Missouri Highway Patrol and the Federal Bureau of Investigations. The results must be reviewed before applicants are hired.

But employees hired before 2005 went through a "name only" screening, which is considered less thorough.

Mueller recommended the district consider obtaining fingerprints from those hired before 2005, noting that it is "exposed to some risk that some employees have criminal histories." He said conducting the checks, $44.80 each, could be "a significant cost."

The district, as part of its written response to the audit, said it will consider the recommendation and make a decision within the next 60 days.

"They are more than willing to take a look at that," Mueller said.

In addition to fingerprint checks, new hires must also be entered into the Family Care Safety Registry, maintained by the state Department of Health and Senior Services, which also checks for child abuse and elder abuse allegations.

The state Department of Elementary and Secondary Education conducts annual checks on all teachers and teaching assistants and notifies districts of any concerns. The district also has agreements with employee groups requiring those who get arrested for any reason to notify the district.

Other audit findings and recommendations include:

• Fingerprint ticket-takers, ticket-sellers, scorekeepers, athletic gate keepers and other temporary athletic employees who have contact with students. They currently undergo a "name only" background check, at a cost of $17.50, which is paid for by the district. District plans to review this suggestion and make a decision within 60 days.

• Obtain a legal opinion about whether to conduct background checks on any employee who is rehired within one year of leaving. Under state law, teachers who are rehired within one year don't have to go through an additional check. The district currently extends that to all rehired employees but will seek a legal opinion.

• Routinely check that background checks are being conducted for substitutes. The district contracts with Kelly Services., Inc., which uses the same screening process as the district, for its substitute pool. There are 529 active substitutes and a spot check of 40 showed the proper screening had been conducted. District plans to work with the vendor to establish a process for routine checks within 60 days.

• Work with district's information technology department to further safeguard background check results. They are placed in a system accessible by human resources but payroll department can also view documents. District plans to contact the software company for the system to see how access can be limited.

• Explore the possibility of conducting fingerprinting at the Kraft Administrative Center. Currently applicants must have it done elsewhere and the results are sent to the district. Across Missouri, at least seven districts offer the service on-site. The district would make $3 per fingerprinting and, according to audit, it would make process easier for applicants. District plans to look at the option.

Want to go?

The Springfield school board will meet at 5:30 p.m. today at the Kraft Administrative Center, 1359 E. St. Louis St. The study session is open the public.