Employee Screening for Sports & Athletic Organizations
Sports and athletic organizations have unique staffing needs. Coaches, athletic trainers, administrative employees, facility staff, volunteers and other personnel may work closely with athletes, families and the public. Establishing a comprehensive employee screening process can help organizations make informed hiring decisions while supporting a safe, consistent and compliant workplace.
Employee screening can include background checks, drug testing, employment verification, occupational health services and other screening solutions based on an organization's workforce and operational needs. For sports and athletic organizations, developing a screening program that fits the roles being filled is an important part of the hiring and onboarding process.
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Why Employee Screening Matters for Sports Organizations
Sports organizations operate in environments where employees and volunteers can have significant levels of responsibility and interaction with athletes. Depending on the organization, personnel may supervise participants, access facilities and equipment, travel with teams or work with children and young adults.
A structured screening process allows organizations to gather relevant information before placing individuals in positions of responsibility. Screening can also help organizations establish consistent hiring practices and demonstrate that appropriate steps are being taken to evaluate candidates. Rather than relying on a single type of screening, organizations should consider the responsibilities and requirements associated with each position when developing their screening policies.
Who Should Sports Organizations Screen?
The individuals subject to screening will vary based on the organization, position and applicable requirements. Coaches and athletic staff may be obvious candidates for screening, but organizations may also consider screening administrative employees, facility personnel, trainers, transportation staff and volunteers.
For organizations that work with youth athletes, screening practices may be particularly important because employees and volunteers can have regular contact with minors. Organizations should establish clear policies outlining which positions require screening and apply those policies consistently.
Background Checks for Coaches and Athletic Staff
Background checks are an important component of many employee screening programs. Depending on the position and the organization's policies, a background screening may include criminal record searches, identity verification, employment verification and other relevant searches. For sports organizations, background screening can provide additional information when evaluating candidates for positions involving supervision, access to facilities or regular interaction with athletes.
Employers should also understand that background checks conducted by third-party screening companies are subject to requirements under the Fair Credit Reporting Act (FCRA). Organizations generally need to provide appropriate disclosures and obtain authorization before obtaining a consumer report for employment purposes. Additional requirements may apply if an employer considers taking adverse action based on information contained in a report.
Because requirements can vary based on the circumstances and applicable state and local laws, organizations should establish screening procedures that account for the legal requirements applicable to their operations.
Screening Volunteers and Other Personnel
Sports organizations frequently rely on volunteers- particularly youth leagues, athletic clubs and community-based programs. Although volunteers may not technically be employees, organizations should consider whether their responsibilities warrant screening under the organization's policies and applicable requirements.
Individuals who regularly interact with athletes, supervise participants, travel with teams or have access to facilities may warrant particular consideration when an organization develops its screening procedures. The key is to establish clear criteria for who must be screened and consistently follow those criteria rather than making screening decisions on an inconsistent, case-by-case basis.
Drug Testing for Sports Organizations
Drug testing may be another component of an organization's employee screening program. Some organizations may conduct pre-employment testing, while others may establish ongoing testing programs based on their workplace policies, applicable laws or the responsibilities associated with particular positions.
Drug testing requirements and restrictions can vary significantly by jurisdiction and industry. Organizations should ensure that their testing policies are clearly communicated and administered consistently. For organizations that require drug testing, an electronic screening workflow can help streamline the process from ordering a test through receiving and managing results. Rapid drug testing options may also help organizations reduce delays during the hiring and onboarding process.
Building a Comprehensive Screening Program
There is no one-size-fits-all screening program for sports and athletic organizations. The appropriate approach depends on the organization's size, workforce, activities and the responsibilities associated with each position. Organizations should evaluate their specific needs and applicable requirements when determining which services to include.
Employee screening is ultimately one component of a broader approach to responsible hiring and workforce management. By establishing consistent screening procedures and using technology to simplify the process, sports and athletic organizations can create a more structured approach to evaluating employees, coaches, volunteers and other personnel.
Need help reviewing your hiring practices? MyHRConcierge and MyHRScreens offer practical and compliant HR support. Contact us today at 855-538-6947, sales@myhrconcierge.com. Or, schedule a convenient consultation below:
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