GCFC
PROFESSIONAL  STAFF  CERTIFICATION  AND 
CREDENTIALING  REQUIREMENTS

(Fingerprinting Requirements)

New  Hires

All certificated personnel to be hired by the District shall be fingerprinted as a condition of employment, except for personnel who, as a condition of certification are required to have a valid fingerprint clearance card.

The candidate's fingerprints shall be submitted, along with the form presented as an exhibit to this policy, immediately upon being notified of possible employment.  The form shall be considered a part of the application for employment.

An expired fingerprint clearance card may be used to satisfy the fingerprint clearance requirements if the person signs an affidavit stating both of the following:

●  The person submitted a completed application to the Finger Printing Division of the Department of Public Safety for a new fingerprint clearance card within ninety (90) days before the expiration date on the person's current fingerprint clearance card.

●  The person is not awaiting trial on and has not been convicted of a criminal offense that would make the person ineligible for a fingerprint clearance card.

This does not apply to a fingerprint clearance card that has been denied, suspended or revoked or to a person who has requested a good cause exception hearing.

Candidates shall certify on the prescribed notarized forms whether they are awaiting trial on or have ever been convicted of or admitted in open court or pursuant to a plea agreement committing any of the criminal offenses in Arizona (see Exhibit GCFC-E) or similar offenses in any other jurisdiction, including a charge or conviction that has been vacated, set aside or expunged.

A person who makes a false statement, representation or certification in any application for employment with the School District is guilty of a class 3 misdemeanor.

The District may refuse to hire or may review or terminate personnel who have been convicted of or admitted committing any of the criminal offenses above or a similar offense in another jurisdiction.  In conducting a review, the Governing Board shall utilize the guidelines, including the list of offenses that are not subject to review, as prescribed by the State Board of Education pursuant to A.R.S. 15-534.  In considering whether to hire or terminate the employment of a person, the Governing Board shall take into account the factors listed in A.R.S. 15-512.

When considering termination of an employee pursuant to A.R.S. 15-512, a hearing shall be held to determine whether a person already employed shall be terminated.

The Superintendent shall develop and implement procedures that include the following in the employment process:

●  Provide for fingerprinting of employees covered under this policy and A.R.S. 15-512.

●  Provide for fingerprint checks pursuant to A.R.S. 41-1750.

Certificate  Renewals

Each District employee who is an applicant for renewal of any certificate prescribed in A.R.S. 15-203 shall be required to be fingerprinted if the employee has not had a fingerprint check within the last six (6) years.

Adopted:  September 24, 2019

LEGAL REF.:
A.R.S.
13-705
15-183
15-503
15-512
15-534
15-782.02
15-1330
15-1881
23-1361
41-1750
41-1758.07

CROSS REF.:
GCF - Professional Staff Hiring
GCG - Part-Time and Substitute Professional Staff Employment