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2512 George Mason Drive • P.O. Box 6038 Virginia Beach, Virginia 23456-0038   757.263.1000 • 757.263.1240 TDD

Policies and Regulations

School Board of the City of Virginia Beach
Policy 4-75

PERSONNEL

Classified Personnel: Conditions of Employment

A. General Qualifications

1. Skills. The person employed must have sufficient language, mechanical, computational, and clerical skill to perform his/her basic tasks without close supervision.

2. Maturity. The person employed must have reasonable emotional balance and self-control.

3. Facility in Dealing with Others. The person employed must enjoy working with other people and must have a natural ease in dealing with students, supervisors, staff and members of the public with whom he/she will be in contact.

4. Understanding of Job Function. The person employed must have or be able to develop very readily a clear understanding of the function of his/her job in operating the school division.

B. Characteristics of Positions

1. Critical. Types of positions in which the cost of errors is high. The cost may be in terms of monetary loss, damaged public relations, or disturbed personality (as with students).

2. Less Critical. Types of positions in which the cost of errors is low.

C. Selection of Employees

1. Critical Positions. Persons selected must be outstanding in each one of four general qualifications listed above. They may be required to have had experience in the type of work they are to do or to be at a certain age level. Persons selected for critical secretarial and clerical positions may be required to have had college training.

2. Less Critical Positions. Persons selected must possess each one of the four general qualifications listed above. They shall not be required to have had college training, past experience or age beyond that needed for high school graduation.

D. Conditions of Work

The superintendent, or a designee, shall establish work schedules, provisions for absences and other conditions of work in keeping with the board's policies.

E. Background Check Required 

The Superintendent shall require that all employees, whether full-time or part-time, permanent or temporary, submit to fingerprinting and provide personal descriptive information to obtain criminal history record information for the purpose of screening individuals who accept employment in the division.

The Superintendent shall forward the personal descriptive information through the Central Criminal Records Exchange to the Federal Bureau of Investigation for the purpose of obtaining criminal history record information regarding such employee.

The Superintendent shall require that any applicant who is offered or accepts employment requiring direct contact with students provide written consent and the necessary personal information to obtain a search of the registry of founded complaints of child abuse and neglect maintained by the Department of Social Services. The Superintendent shall thereafter request a search of the records of the Department of Social Services to be conducted for each such applicant.

The Superintendent shall also require that each employee, whether full-time or part-time, permanent or temporary, certify that he or she has not been: (1) convicted of a felony, a crime of moral turpitude, or any offense involving the sexual molestation, physical or sexual abuse or rape; and (2) has not been the subject of a founded case of child abuse and neglect.

Substitute employees hired after December 21, 1999, may be permitted to work pending the results of the Federal Bureau of Investigation background investigation and Department of Social Services search of the registry of founded complaints if the following conditions are met:

1. The division has successfully completed a state and local police background check for the individual; and

2. The division has successfully completed a check of the sex offender website and the sex offender and crimes against minors registry for the individual; and

3. The division requires the individual to serve in the presence of an employee who has successfully completed the Federal Bureau of Investigation background investigation and the Department of Social Services search of the registry of founded complaints.

Legal Reference: 

Code of Va., § 19.2﷓389. Dissemination of criminal history record information.

Code of Va., § 22.1﷓296.2. Fingerprinting required. 

Immigration Reform and Control Act of 1986.

Code of Va., § 22.1-296.1. Data on convictions for child abuse or molestation required.

Code of Va., § 22.1-296.4. Child abuse and neglect data required.

Code of Va., § 19.2-390.1. Sex offender and crimes against minors registry; maintenance; access.

Code of Va., § 19.2-390.2. Automatic notification of registration to certain entities.

State of Virginia Sex Offender Registry: http://sex-offender.vsp.state.va.us.

 

Editor's Note
Employers are required to verify that all employees hired after November 6, 1986 are U.S. citizens or aliens authorized to work.

For conditions of employment generally, see School Board Policy 2-48.

For conditions for employment of licensed and substitute personnel, see School Board Policies 4-56 and 4-90.

For requirement that employees notify superintendent when charged with crimes, see School Board Policy 4-5.

 


Adopted by School Board: July 13, 1993 (Effective August 14, 1993)
Amended by School Board: March 21, 2000