Recent events in Des Moines Public Schools have brought renewed attention to the importance of thorough and ongoing background screening in education. The district’s former superintendent resigned after being arrested for an expired visa. Following the arrest, it was discovered that he had overstayed multiple visas and had an extensive criminal history including drug trafficking and weapons charges. It was also uncovered that he falsified academic credentials at the time of hire.
These revelations have prompted the Des Moines School Board to pursue legal action against the search firm that recommended him for hire, citing failures in vetting and due diligence. In response, the Iowa State Auditor has launched an official audit of the district’s hiring practices.
This case underscores a critical point: when background screening is incomplete or improperly conducted, the consequences can be far-reaching. Not only for the district’s reputation, but for the safety and trust of the school community.
Montgomery County, MD: A Broader Compliance Breakdown
Meanwhile, Montgomery County Public Schools in Maryland, one of the largest districts in the country, is facing its own compliance crisis. An internal review revealed that over 13,000 employees had outdated criminal background checks, and nearly 5,000 individuals had never undergone required Child Protective Services (CPS) screenings.
The district had paused fingerprinting and continuous monitoring during the COVID-19 pandemic, but failed to resume these processes in a timely manner. As a result, many staff members were not enrolled in monitoring systems, which provide real-time updates on criminal activity. Montgomery County has since taken corrective action, including deploying mobile fingerprinting units, expediting CPS checks, and launching a third-party investigation into internal failures.
Lessons for School Systems Nationwide
These incidents serve as a powerful reminder that background screening is not a one-time event. It requires ongoing diligence, proper credential verification, and continuous monitoring to ensure compliance and protect students.
School systems must also recognize the heightened responsibility that comes with hiring individuals who work with vulnerable populations, especially children. Expressing a strong commitment to compliance and conducting thorough background checks is not just best practice; it’s a moral and legal obligation. Every hire should be made with student safety as the top priority.
Employer Guidance
To maintain a safe and compliant educational environment, school systems should prioritize thorough and ongoing background screening, especially when hiring individuals who work with vulnerable populations such as children. Employers should screen staff regularly to identify any new criminal activity or changes in eligibility. Continuous monitoring systems can also be used to receive alerts about criminal history updates. Academic credentials must be verified carefully, particularly for leadership roles where trust and qualifications are paramount.
As these cases demonstrate, the risks of inadequate screening are real and the consequences can be severe. Partnering with accredited background screening providers who understand the complexities of education compliance ensures that districts are not only meeting regulatory standards but also protecting the communities they serve.
If you have questions or need guidance regarding your own background screening process, please contact us. GIS is here to help you strengthen your compliance strategy and ensure your hiring practices support a safe and trustworthy environment.