If you are your institution's Security Officer, one of your most important duties is to protect the image and integrity of the institution -- and its employees. Developing, administering and monitoring a comprehensive background investigation process should be an integral part of your Security Program. It's not the Human Resources Department's responsibility, because it often creates conflicts of interest. And the savvy institution doesn't just use this process for pre-employment purposes -- the background investigation process should become a routine component of the institution-wide, evolutionary process that provides a safe and secure environment for our employees to work -- and for our customers to do business.

WEBINAR TIME: 11:30AM - 1:30PM PT 12:30PM - 2:30PM MT 1:30PM - 3:30PM CT 2:30PM - 4:30PM ET

The primary purpose for conducting a background investigation is to obtain the information necessary that allows the appropriate manager or executive to make an intelligent and informed decision about initiating or continuing a relationship with a person or a company. The most common reasons for conducting background investigations include:

- Offering initial employment to an applicant
- Readying a current employee for a promotion or a transfer
- Nominating a non-institution-affiliated party for a position on the institution's board of directors, audit or supervisory committees
- Screening potential third-party service providers for necessary contract services
- Conducting a due diligence investigation prior to granting a loan or line of credit
- Investigating any suspected theft or misuse

Presentation Topics

• Introduction
  
• The Security Department Should Be Responsible
  
• Pre-Employment Background Screening Regulations & Guidance
  
• Background Investigation Program: Policy & Procedure Components
  
• Sample Background Investigation Program Guidelines
  
• Initial & Continuing Background Investigation Practices
  
• Pre-Employment Checklist
  
• For Institution-Affiliated Parties
  
  • For Non-Institution-Affiliated Parties
  
  
• Background Investigation Strategies
  
• Learn About Offenders
  
• Primary Sources Of Information
  
  
  
  • Public Records
    
  • County Clerk's records
    
  • Court records
    
  • Library and commercial database records
    
  • Licensing records
    
  • Registration and certification
    
  • Newspapers and other publications
    
  • Notary records
    
  • Other agency records, Department or Secretary of (name)
    
  • Agency & Private Company Confidential Records
    
  • Financial Institution Records
    
    
    
    • Types Of Financial Institutions
      
    • Types Of Financial Relationships
      
    • Techniques For Concealing Income
      
    • Opening Accounts
      
    • Common Documents & Devices
      
  
  
• Summary
  

• Determine the background investigator's duties and responsibilities -- legal, moral and ethical
  
• Comply with current and emerging regulations that mandate pre-employment background screening for employees and third-party service providers
  
• Develop a background investigation policy and procedure that makes the best use of the institution's resources
  
• Locate and understand the significance of the primary sources of information that are accessible to the background investigator in every community -- including public, agency, private company and financial institution records
  
• Describe how certain types of offenders generate particular and predictable records
  
• Understand why conviction records alone may not be enough -- and where you can get additional information about arrests and diversions
  
• Determine how you can apply the same source information to other functions, such as asset recovery
  
  
  About the Speaker: Dana Turner.
  More information...
  
  

  Location:	Webinar
  Price:	$225 Early Bird for registration one week prior to program
  Sponsor:	BOL Learning Connect
  Contact:	Carin Eisenhauer carin@bankersonline.com 888.229.8872
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