Background Check

Ensuring Student Safety: Background Checks in the Osceola School District

At the School District of Osceola, the safety and well-being of our students is, and always will be, a top priority. That’s why all individuals who work or volunteer in our schools go through background screening aligned with state law, and District policy.

What We Do:

• Criminal background checks are required for all employees and volunteers, including those supervising field trips or working in classrooms, not just paid staff but also unpaid helpers. Everyone must answer honestly about prior convictions, probation, expungements, or pending charges.
• We verify key personal information: name, date of birth, current and past addresses, and Social Security number, to ensure accurate results. A “National Tri-Eye check” examines three areas: Social Security verification, address history, and criminal records.
• For employees, we may also do:
  • Social Security verification,
  • Education and prior employment verification,
  • And, if relevant, motor vehicle record checks (i.e., bus drivers).

• Certified Staff:  All certified educators must successfully complete a criminal background check to obtain a Wisconsin teaching license, as required by the Wisconsin Department of Public Instruction (DPI). This background check is renewed every five years as part of DPI’s regular licensure process.  In addition, the School District of Osceola conducts its own background check, using Security Check Me, on every certified staff member prior to extending an official offer of employment, an added step to ensure we’re doing everything possible to keep our students safe.
• Support Staff: All support staff members undergo a comprehensive background check through Security Check Me at the time of hire. This includes roles such as paraprofessionals, custodians, school nutrition workers, and administrative support.
• Coaches/Advisors: All coaches and advisors, paid through the school district, undergo a comprehensive background check through Security Check Me at the time of hire.
• Community Education and Aquatics Center: All of the community education and aquatics center employees undergo a comprehensive background check through Security Check Me at the time of hire.
• School Volunteers: Volunteers are a vital part of our school community, and every volunteer who works directly with students is required to complete a background screening through Visitor Aware, our secure and confidential volunteer management system. Each school has a volunteer application form through Visitor Aware. Upon completing the volunteer application form, applicants will undergo the initial round of screening against the National Sex Offender Registry, Interpol, and National and International watch lists. Visitor Aware searches 200 million federal, state, and county criminal records. A decision regarding whether a specific offense will preclude an individual from serving as a volunteer is made on a case-by-case basis, in compliance with all applicable state and federal laws and District policies.

Ongoing Responsibility
All employees are required to promptly report any legal incidents, arrests, or charges that occur after hire. This ensures transparency and allows the District to assess any potential impact on student safety.

Confidentiality and Hiring Decisions
All background information is handled with strict confidentiality by our Human Resources team. Any decisions about suitability are made thoughtfully, in compliance with state and federal protections and anti-discrimination laws. We evaluate each case individually, and certain convictions substantially related to the circumstances of a particular job may affect eligibility.

Questions We Use to Guide Employment Decisions Based on Background Check Results Include, But Are Not Limited to:

1. Would this offense violate state or federal law related to employment in schools?
2. Is the offense substantially related to the responsibilities of the position?
3. How recent is the offense?
4. Was the offense a misdemeanor or a felony?
5. Did the candidate disclose the offense prior to the background check?
6. Has the individual demonstrated evidence of rehabilitation or positive change?
7. Would allowing employment or volunteering in this case undermine community trust or students