The Aberdeen School Board on Tuesday night approved revisions to its policy document pertaining to employment disclosures, certification, assurances and approval.
The change is based on the recommendation of a consultant, Jim Rydland, hired over the summer to review the district’s human resources processes and provide recommendations on how the district should modify them.
This policy update approved Tuesday requires prospective employees to authorize current and past school district employers outside of Washington to disclose any sexual misconduct. This would include authorizing release of employer documents pertaining to such activities by the applicant.
Though no name was mentioned, the arrest last week by Elma Police of Jeffrey Gross, 31, an Aberdeen High School science teacher suspected of possessing and dealing child pornography, seemed to influence part of the discussion during the meeting. He was hired in August 2015 to replace Ron Allmond, who had retired, according to school board documents.
Board member Jamie Walsh asked Superintendent Tom Opstad to explain the background check process.
He said that for work as an unsupervised staff member or volunteer that it includes a background check through the Washington State Patrol and FBI records systems.
“What happens when there’s a red flag on a background check in which a candidate appears to have sexual or abuse crimes against children in their past,” Walsh asked?
If a person isn’t employed, they are no longer job candidates. And, if someone is temporarily employed, “they’d be removed from the position,” Opstad replied.
He said in a written statement last week the district had completed a thorough background check on Gross and that the teacher had no such prior illegal activity in Gross’ background.
Gross was put on administrative leave by the district after his arrest and hiring of a replacement teacher was approved by the board on Tuesday in executive session.
Walsh also asked Opstad whether the same process applied when someone commits a crime that doesn’t involve children.
Opstad said it depends on how long ago the incident occurred. And, “I’d check with an attorney,” he said.
This and three other school district policies are expected to be updated as a result of Rydland’s review: Board self-assessment, complaints concerning staff or programs, and conflicts of interest.
Other HR areas recommended for review by the HR department by Rydland include hiring processes involving out-of-state candidates, a review of the employee background check process — including roles played by the board and legal counsel — and “review and modify as needed internal controls for the approval and pay of (job) candidates,” according to a one-page document based on Rydland’s observations.
Though the HR to-do list has some deadlines extending well into 2017, Emily Hetland, the school’s human resources director, has resigned. Her last day is Oct. 1.
Opstad said after the meeting that Hetland leaving the district wasn’t one of the consultant’s recommendations.
She played an important role in the district’s negotiations with employee bargaining units and recently completed those tasks, he said.
In other business:
• The Aberdeen Education Association on Tuesday ratified a new collective bargaining agreement with the district.
The contract had been approved by the board earlier this year, according Erik Peterson, its president.
AEA represents employees who must have certificates in their profession to work in Washington state schools, such as teachers, councilors, psychologists and librarians.
Their three-year contract originally ended Aug. 31.
• The board adopted a new collective bargaining agreement with the Public School Employees union, which represents the district’s classified employees, while in executive session.
