Background Checks and Fingerprints

Idaho
Department
of Correction Standard
Operating
Procedure
Title:
Background Investigations and
Fingerprint Checks

1 of 2

150.003
Version:
2
Adopted:
11/09/2015

IDOC Data Sensitivity Classification - L3 Restricted
Whitney Ascuena-Bolt, Chief of Staff, approved this document and it was
published on 08/24/2026.
Open to the public: Yes No
SCOPE
This standard operating procedure (SOP) applies to all staff of the Idaho
Department of Correction (IDOC).
Version Summary
Version 2: This SOP renumbers and updates SOP 150.01.01.003 v1.0 to provide
different levels of background checks.
TABLE OF CONTENTS
Scope ....................................................................................................... 1
Table of Contents ........................................................................................ 1
A. Statutory Authority .............................................................................. 2
B. Board of Correction IDAPA Rule ............................................................. 2
C. Governing Policy Statement .................................................................. 2
D. Purpose ............................................................................................. 2
E. Responsibility ..................................................................................... 2
F. Definitions.......................................................................................... 2
G. Standard Procedures ............................................................................ 3
1. Introduction .................................................................................... 3
2. Background Levels............................................................................ 3
3. Background Investigation Process ....................................................... 4
4. Fingerprint Checks ............................................................................ 5
5. Periodic Background Investigations ..................................................... 6
6. Records Retention ............................................................................ 6
H. References ......................................................................................... 6
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Background Investigations and
Fingerprint Checks
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Idaho Department of Correction

A. STATUTORY AUTHORITY
1. Idaho Code § 20-217A, Appointment of Director – Salary – Duties and Powers
B. BOARD OF CORRECTION IDAPA RULE
None
C. GOVERNING POLICY STATEMENT
It is the policy of the Board of Correction that the department perform thorough
screening of applicants for employment with IDOC, the Commission of Pardons and
Parole (COPP), or Idaho Correctional Industries (ICI) or seeking access to IDOC
properties.
D. PURPOSE
The purpose of this SOP is to maintain confidentiality and protect the security of
the department, the public, its staff, and those in its custody while allowing for
proper screening of applicants for employment and those seeking access to IDOC
properties.
E. RESPONSIBILITY
1. Special Investigations Unit (SIU) Chief Investigator or designee
Implement this SOP, ensure all affected staff follow the guidelines, standards,
and procedures provided herein, and monitor SIU’s compliance with this SOP.
2. SIU Background Investigator
Conduct background investigations in accordance with this SOP.
F. DEFINITIONS
1. Applicant: Anyone seeking employment with IDOC, the COPP, or ICI, other
IDOC staff, or persons seeking access to IDOC facilities for more than three
days (extended access).
2. Background Investigation Questionnaire (BIQ): A personal history
statement that is filled out by the applicant providing information including, but
not limited to, education, licenses, employment experience, criminal/traffic
history, drug usage, and relationships with residents or clients.
3. Client: A person who has been convicted of a crime against the laws of the
state and is on probation supervision as ordered by the court or parole
supervision as ordered by the Commission of Pardons and Parole. The term
client includes any use in Idaho law, Board of Correction rule, or IDOC policy or
procedure of the terms “offender(s),” or any other term referring to a person on
probation or parole supervision by the Board of Correction.
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Idaho Department of Correction
4. Hiring Manager: An IDOC employee who is appointed to manage, direct, and
control a designated work unit and has the authority to hire a person for a
specific position.
5. Idaho Public Safety and Security Information System (ILETS): A
dedicated data communications network that links local, state, and federal
criminal justice agencies to state records and files and to the National Crime
Information Center (NCIC) system.
6. Resident: A person who has been convicted of a crime against the laws of the
state and ordered into the care and custody of the Board of Correction.
Resident includes any use in Idaho law, Board of Correction rule, or IDOC policy
or procedure of the terms “offender(s),” “prisoner(s)”, “inmate(s)”,
“incarcerated person(s)”, or any other term referring to a person residing in a
correctional facility in the care and custody of the Board of Correction.
7. Staff: Any employee, volunteer, intern, contractor, or other authorized person
who provides specific services, as assigned or requested by a superior, to meet
department tasks.
G. STANDARD PROCEDURES
1. Introduction
a. Background investigations must be completed for all applicants.
i. A completed applicant background investigation is valid for up to six
months.
ii. Contractors and persons seeking limited access to an IDOC facility (not
requiring a background investigation) must follow the requirements of
SOP 510.001, Facility Access.
iii. For background check requirements for volunteers, see SOP
606.02.01.001, Volunteer Services in Correctional Facilities.
b. The hiring manager (or other staff) who requests a background investigation
for an applicant will receive notification that a background investigation is
approved or denied.
i. If necessary, the completed background investigation may be shared on
request.
2. Background Levels
Each applicant will be assigned a specific level of background investigation.
a. Level 1:
A level 1 background investigation is the most thorough. A level 1
background investigation must be performed for positions requiring POST
certification, including correctional officers, probation & parole officers, and
high-level leadership or management positions. Level 1 is a full background,
that includes all fields.
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b. Level 2:
A level 2 background investigation does not include licensing and traffic
history. Level 2 must be performed for non-security facility/district staff
positions, most central office staff positions, contract medical providers,
other state agency staff seeking access to IDOC facilities, ICI staff, COPP
staff, most contractors, etc.
c. Level 3:
A level 3 background investigation does not include licensing, work history,
or traffic history. Level 3 is typically used for contract delivery drivers.
3. Background Investigation Process
a. Prior to making a conditional offer of employment, the hiring manager must
have an applicant complete the appropriate electronic BIQ for the relevant
background level (see Section G.2) and provide any necessary employer
references.
i. The hiring manager must inform each applicant that all items on the BIQ
must be fully and accurately completed.
ii. For correctional officer positions, Human Resources (HR) staff will obtain
the appropriate BIQ and employer references.
iii. A new BIQ must be submitted by an applicant after a 30-day break in
service, or if an applicant has not been hired within 30 days of the
completion of an approved background. A previous BIQ may not be
updated and resubmitted.
1) Correctional officer applicants whose background is approved more
than 30 days from their start date will have a background quick check
completed by SIU before attending academy training. Human
Resources will submit a list of correctional officer applicants attending
the next academy to the SIU background investigators no sooner than
two weeks prior to the academy start date.
2) Quick checks are only good for the immediate scheduled academy. If,
for any reason, the applicant cannot attend the immediate scheduled
academy, a new background will need to be submitted.
b. An applicant requiring Level 1 or Level 2 background investigation must
provide a reference contact for their last three employers and for any prior
law enforcement or governmental agency employer, no matter when the
applicant was employed.
c. The hiring manager must contact last three employers or employers during
the three years prior to the date of application and use the Employer
Reference Questionnaire to obtain reference information.
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i. For correctional officer positions, HR staff will attempt to contact previous
employers to obtain reference information in accordance with SOP
211.07.01.001, Hiring.
d. When a conditional offer of employment is made, the hiring manager must
forward reference questionnaires to SIU and submit the applicant to for a
background investigation.
i. For correctional officer and probation & parole officer, senior positions, HR
staff will review and retain all completed reference questionnaires in
accordance with established screening practices. These questionnaires
are maintained as part of the hiring file and are not subject to further
review during the background investigation process.
e. SIU will complete the investigation and send the findings to the division chief
or designee for review.
i. For applicants other than correctional officers, the SIU Chief Investigator
must review the background findings prior to sending them to the
division chief or designee.
f. The completed background investigation and references must be reviewed
and approved by the division chief (or designee) prior to hire.
i. If the applicant has any felony convictions, completed background
investigation and references must be reviewed and approved by the
director (or designee) prior to hire.
4. Fingerprint Checks
a. All newly hired, rehired, or reinstated IDOC employees, contractors,
subcontractors, and interns must be fingerprinted.
b. Volunteers and employees of contract service providers who are on a short-
term assignment of thirty days or less do not need to be fingerprinted unless
they will have unescorted access to ILETS and/or ILETS-derived information.
c. Fingerprints can be completed manually or electronically. Fingerprints must
be submitted and approved prior to the individual’s start date. A valid state
or federally issued photo identification card (ID) must be presented at the
time of fingerprinting.
d. If fingerprints cannot be submitted electronically, one fingerprint card must
be completed. The fingerprint card must be forwarded to the SIU
Background Unit. SIU must submit the fingerprint card to the Idaho State
Police Bureau of Criminal Identification.
e. The SIU Background Unit must notify the SIU Chief Investigator if any
criminal information is found during the fingerprint check that was not found
in the background investigation. The SIU Chief Investigator will then contact
the appropriate authority to determine the proper response.
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Title:
Background Investigations and
Fingerprint Checks
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Idaho Department of Correction
5. Periodic Background Investigations
The SIU Background Unit will perform a background investigation on all
employees and contractors on an ongoing 5-year cycle. Any criminal history or
contact with residents or clients will be compared to information disclosed by
the employee. Any findings that have not been disclosed will be referred by the
SIU Chief Investigator to appropriate authority for possible action.
6. Records Retention
Electronic copies of the BIQ, findings, and supporting documentation will be
retained by the SIU in accordance with SOP 108.002, Records Retention and
Destruction.
H. REFERENCES
1. Forms
a. Send Applicant the Background Questionnaire
b. Employer Reference Questionnaire
2. Cited Documents
a. SOP 108.002, Records Retention and Destruction
b. SOP 211.07.01.001, Hiring
c. SOP 510.001, Facility Access
d. SOP 606.02.01.001, Volunteer Services in Correctional Facilities
– End of Document –