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Swim Staff Select is designed to allow the user to create applications that fit the needs of a specific swim club. However, there are a few requirements that must be followed. Generally, USA Swimming requires clubs to meet certain criteria in hiring. Additionally, some states have put specific laws in place outlining what must be done during the hiring process. To learn more about USA Swimming’s requirements, and about specific state laws, please review the information on this page.

USA Swimming Screening Requirements

Under Article 502.6.8 of the USA Swimming rulebook, all clubs are required to comply with the USA Swimming Pre-Employment Screening Procedures for New Employees for all new employees who are required to be USA Swimming members under Articles 305.4 and 502.6.3.

The pre-employment screening procedure requirements under Article 502.6.8 are as follows:

  1. Past employment reference checks or verifications. Where there have been multiple employers, a minimum of the three most recent employers.
  2. Education verification. The highest education held must be verified.
  3. State motor vehicle report examination.

Each swim club should carefully review and evaluate the entirety of the information before making the final hiring decision. The process should be completed before the employee is officially hired and begins employment. For more on screening requirements and recommendations from USA Swimming, see the USA Swimming Pre-Employment Screening web page.

For more information, contact:

State Screening Requirements

A recent movement in state legislation, known as ban the box, may prevent your swim club from asking about past criminal convictions on the initial application. The question about criminal history can still be asked, but it must occur later in the hiring process, such as during interviews, after reference checks, or after a conditional offer of employment

The underlying purpose of ban the box laws is to allow ex-offenders a chance to be considered for gainful employment based on their skills and past work experience, and not quickly disqualified for having a criminal record.

Ban the box laws vary depending upon the state, whether you are a public entity, a private entity, or a vendor dealing with local government. To see which states, cities and counties have ban the box laws in place, see the National Employment Law Project's website titled Ban the Box: A Fair Chance for a Stronger Economy.


U.S. Equal Employment Opportunity Commission website titled Background Checks: What Employers Need to Know.

The Federal Trade Commission’s Consumer Information website on Employment Background Checks.