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same screening requirements apply to contractors who may have contact with
residents.
According to the Pre-Audit Questionnaire, NNJDC hired 30 employees and engaged
six contractors during the previous 12-month audit period. The auditor reviewed
eleven randomly selected personnel files representing recently hired employees,
long-term staff, contractors, and volunteers. Each file contained completed
background investigations, documentation of PREA-related employment questions,
and the required criminal history records checks. The reviewed files also included
Child Protective Services (CPS) registry checks as required by facility policy. None of
the reviewed files contained self-disclosures or documented histories of sexual
abuse or sexual harassment that would disqualify an individual from employment or
service.
Interviews with the Assistant Director and Human Resources staff confirmed that the
facility makes its best efforts to contact previous institutional employers to obtain
information regarding substantiated allegations of sexual abuse or sexual
harassment or whether an applicant resigned during a pending investigation
involving allegations of sexual abuse, as required by the PREA Standards.
Human Resources staff also explained the facility's process for conducting periodic
criminal background checks. Employees undergo criminal history reviews at least
every five years and whenever they are considered for promotion. Human
Resources initiates the process annually during each employee's birth month. The
City's Human Resources Department conducts criminal history and driving record
checks, while NNJDC completes Child Protective Services registry checks.
Documentation reviewed by the auditor confirmed that periodic background checks
are completed in accordance with policy requirements.
The auditor further confirmed that, upon request from another institutional
employer, NNJDC, through the City's Human Resources Department, provides
information regarding substantiated allegations of sexual abuse or sexual
harassment involving former employees, as well as information concerning
employees who resigned while a sexual abuse investigation was pending.
Throughout staff interviews, employees consistently demonstrated an
understanding of their responsibility to report allegations of sexual abuse or sexual
harassment, as well as any staff neglect or violations of responsibility that could
contribute to incidents of sexual abuse or sexual harassment.
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