Child abuse certifications are a requirement for new and current employees and volunteers who will have direct contact with minors. A minor is an individual under the age of 18. Failure to comply with university policy may lead to suspension without pay or termination.

Who must obtain certifications?

Employees and volunteers who must obtain certifications include, but are not limited to, those who have direct contact with minors. Learn more about who must obtain certifications.

How do I get certified?

The child abuse certification process is automatically initiated for new hires through Temple University’s Applicant Tracking System, Taleo (staff, student, adjunct), or the Hire Workflow (graduate assistantship, Postdocs, faculty) when YES is selected for the compliance question, “Has direct contact or routine interaction with minors…” Learn more about how to get certified.

Portability of Certifications

Child abuse certifications are portable by law; if they are current as defined by the CPSL and the individual completes an affirmation that they are not disqualified from interacting with minors, the individual may use the certifications as follows.

• To apply for employment as identified in section 6344 (relating to employees having contact with children; adoptive and foster parents)
• To serve as an employee as identified in section 6344
• To apply as a volunteer under section 6344.2 (relating to volunteers having contact with children)
• To serve as a volunteer under section 6344.2

Prior to commencing employment or service, an individual must swear or affirm in writing that the individual has not been disqualified from employment or service under section 6344(c) or has not been convicted of an offense similar in nature to a crime listed in section 6344(c) under the laws or former laws of the United States or one of its territories or possessions, another state, the District of Columbia, the Commonwealth of Puerto Rico or a foreign nation, or under a former law of this Commonwealth.

An employer, administrator, supervisor, other person responsible for employment decisions or other person responsible for the selection of volunteers shall make a determination of employment or volunteer matters based on a review of the information required under section 6344(b) prior to employment or acceptance to service in any such capacity and must maintain a copy of the required information.

Recertification

Child abuse certifications are valid for 60 months from the date of issuance. Certifications are subject to renewal every 54 months when the oldest certification expires. The Office of Background Checks and Compliance will contact employees who need to be recertified.

Managers must submit written documentation to remove the employee from the requirement of obtaining child abuse certifications when they do not interact with a minor or terminate employment.

Submitting Certification

Child abuse certification results and any related documentation or forms must be presented to the Office of Background Checks and Compliance. Individuals may submit documents through the following ways.

• Upload through the employee webform Next Steps channel
• Scan to [click-for-email]
• Fax to 215-204-5921
• In person at one of our office locations

Results should not be presented to the employee's department. Child abuse certifications should not be viewed, analyzed, distributed or maintained at the department level. All certifications must be reviewed and stored with the Office of Background Checks and Compliance. This office does not provide copies of certifications to employees or external organizations. Employees are instructed to retain and maintain their certifications for future use. The Office of Background Checks and Compliance does not reimburse for the cost incurred by an individual who conducted a background check outside of the defined procedures.

Disqualifying Offenses

In no case shall an administrator hire or approve an applicant where the organization has verified that the applicant is named in the statewide database as the perpetrator of a founded report committed within the five (5) year period immediately preceding verification.

In no case shall an administrator hire an applicant if the applicant's criminal history record information indicates the applicant has been convicted of one or more of the following offenses under Title 18 (relating to crimes and offenses) or an equivalent crime under federal law or the law of another state.

In no case shall an employer, administrator, supervisor or other person responsible for employment decisions hire or approve an applicant if the applicant's criminal history record information indicates the applicant has been convicted of a felony offense under the act of April 14, 1972 (P.L.233, No.64), known as The Controlled Substance, Drug, Device and Cosmetic Act, committed within the five-year period immediately preceding verification under this section.

Reporting Arrests, Convictions or Substantiated Child Abuse

• If an employee or volunteer subject to CPSL section 6344 (relating to employees having contact with children; adoptive and foster parents) or 6344.2 (relating to volunteers having contact with children) is arrested for or convicted of an offense that would constitute grounds for denying employment or participation in a program, activity or service under this chapter, or is named as a perpetrator in a founded or indicated report, the employee or volunteer shall provide the administrator or designee with written notice not later than 72 hours after the arrest, conviction or notification that the person has been listed as a perpetrator in the statewide database.
• If the person responsible for employment decisions or the administrator of a program, activity or service has a reasonable belief that an employee or volunteer was arrested or convicted for an offense that would constitute grounds for denying employment or participation in a program, activity or service under this chapter, or was named as a perpetrator in a founded or indicated report, or the employee or volunteer has provided notice as required under this section, the person responsible for employment decisions or administrator of a program, activity or service shall immediately require the employee or volunteer to submit current information as required under subsection 6344(b). The cost of the information set forth in subsection 6344(b) shall be borne by the employing entity or program, activity or service.

Child Protection Training Request

If you have direct contact with minors through your Temple employment and/or volunteer work, the university recommends that you get training on the recognition and reporting of child abuse. One place to do this is through a free online program developed by the Pennsylvania Department of Human Services (DHS).

In addition, DHS and each county agency will conduct a continuing publicity and education program for Pennsylvania residents aimed at the prevention of child abuse and child neglect. DHS will provide information related to the recognition and reporting of child abuse on its website through printable booklets and brochures, educational videos and internet-based interactive training exercises. More information from DHS on training requirements and services is available online.

Contact Us

For questions regarding child abuse clearance certifications, call 215-204-5512 or email [click-for-email].