Background Screening > Screening Requirements
Prior to Employment, all applicants should complete the following requirements:
- Level 2 Background Screening (FBI and FDLE) - The Clearinghouse Results Website is used to initiate screenings, search approved Livescan vendors, check/print screening results, and maintain an employee roster.
- Local Criminal Records Check – A check of local criminal records must be conducted directly with and certified by a law enforcement agency in the jurisdiction where the person resides. Internet search results are not acceptable. (Local Police Departments & Sherriff's Offices)
- APD Affidavit of Good Moral Character – All personnel must complete and have notarized before employment. Affidavit from other Agencies will not be accepted. (See requirements for CDC+ form)
- Employment History Checks – Covering 2 year period preceding position they are applying for. All periods of unemployment should be explained. Verification is required.
Evidence of screening (Clearinghouse Profile Page) must be retained in the personnel files for those screened. Contractor screening may be retained either by the employer or the licensee where the contractor provides contract services.
An employer of persons subject to screening by a specified agency must register with the clearinghouse and maintain the employment status of all employees within the clearinghouse. Initial employment status and any changes in status must be reported within 10 business days.
All persons required to be screened must be screened and eligible before they are hired to work in a position that provides direct contact with vulnerable persons. However, an employer may hire an employee to a position that requires background screening before the employee completes the screening process for training and orientation purposes. The employee may not have direct contact with vulnerable persons until the screening process is completed and the employee demonstrates that he or she exhibits no behaviors that warrant the denial or termination of employment.
If an employer becomes aware that an employee/contractor has been arrested for a disqualifying offense, the employer must remove the employee/contractor from contact with any vulnerable person that places the employee/contractor in a role that requires background screening until the arrest is resolved in a way that the employer determines that the employee/contractor is still eligible for employment/contracting under this Agency.