Campus Security

Administrative Procedure 5.106

Elgin Community College shall comply with the Illinois Campus Security Act (110 ILCS 12/1 et seq.), which requires the identification of security-sensitive positions and criminal background investigations of individuals prior to employment. Elgin Community College has determined positions to be security sensitive based on the following: Those positions

  1. Who handles cash
  2. With purchasing authority
  3. Who possesses alarm or master keys to campus facilities
  4. Who performs electronic cash transfers
  5. Who works with children

This policy includes, but is not limited to, the positions listed below.

President
Assistant to the President
Vice President
Assistants to Vice Presidents
Directors
Assistant Directors
Deans
Associate Deans
Managers of Departments
Supervisors of Departments
Superintendents of Departments
Paralegal
Administrative Secretaries/Assistants (with master keys)
Executive Secretaries
Building Engineers
Financial Aid Advisors/Specialists
Telecommunication Employees
Data Processing Employees
Child Care Workers (with separate procedures)
Cashiers
Operations Specialist (key distribution)
Campus Safety Officers
Public Safety Officers
Purchasing Assistant
Lead Custodian
Groundskeepers (with master keys)
Custodian Specialists
Accounting and Payroll Employees

The above positions are to be indicated on the Employee Action Form by the supervisor.

  1. All people under consideration for hire or reassignment into a security-sensitive position, whether full-time, part-time, seasonal, or temporary, shall be required to submit a pre-employment criminal background investigation as a condition of an offer of employment or promotion.  All job postings and ads will indicate that the position has been identified as security-sensitive under the Illinois Campus Security Act (110 ILCS 12/1 et seq.) and that a criminal background check will be conducted.
  2. The Department of Human Resources will have the candidate complete and sign a background investigation waiver that will be kept in the employee's file.
  3. The Department of Human Resources will be responsible for conducting the background investigation.  If there is a problem with the background check, then the results will be reported to the supervisor.
  4. The results of the background investigation may be considered as one of the criteria used to evaluate the candidate prior to an offer of employment or promotion.
  5. The background check will be done in the applicant’s county of residence and all contiguous counties.

This policy was last reviewed on 02/17/2026.

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