The hiring episode involving John Shimonsky has become a clear reminder of how carefully public school districts must weigh background information when appointing senior officials. Shimonsky, a 49-year-old former career military officer from Wescosville, was approved by the East Penn School Board in October for the position of director of information technology, a role with a salary of $95,000 per year. His approval, however, was contingent on the successful completion of mandatory background checks, a requirement that ultimately stopped the hiring from moving forward.
The issue centered on a criminal case connected to Shimonsky’s purchase of a vehicle earlier in the year. According to police and court documents, Shimonsky bought a 2007 Ford Fusion from Kelly Ford in Emmaus in March using a check for $12,842 that later bounced. Authorities allege he falsified information on a credit application and did not return the vehicle despite repeated instructions from the dealership and warnings from law enforcement. After failing to comply, Shimonsky was arrested in April by Berks-Lehigh Regional police.
He was charged with several offenses, including theft by deception, receiving stolen property, unauthorized use of a motor vehicle, and writing a bad check. Shimonsky spent close to a month in Lehigh County Prison before posting $30,000 bail at the end of May. In September, he pleaded guilty to passing a bad check, a misdemeanor charge. As part of his sentence, Judge Robert Steinberg ordered one year of probation, imposed a $500 fine, required $2,446 in restitution to Kelly Ford, and mandated random drug testing. The remaining charges were withdrawn following the guilty plea.
Despite these legal issues, Shimonsky’s professional background initially appeared extensive. School board records show he reported decades of military service, including time in the U.S. Air Force from 1976 to 1996, where he served in communications leadership roles. He also stated that he worked with the Army as a chief information officer from 2000 to 2007. His résumé further listed master’s degrees from the University of Maryland and Middle East Technical University in Turkey. These credentials contributed to his initial approval as a candidate to oversee the district’s technology infrastructure and digital strategy.
The hiring process stalled when a red flag emerged during Shimonsky’s criminal history review. District officials declined to specify what the background check revealed, citing personnel confidentiality. Superintendent Thomas Seidenberger emphasized that Shimonsky was never officially employed by the district and reiterated that all employees must pass state and federal criminal background checks as well as a child abuse history clearance.
The East Penn School Board later voted unanimously not to complete the hiring, addressing the matter through an addendum to a regular meeting agenda. The board did not publicly discuss the issue or identify Shimonsky by name, stating only that it accepted the withdrawal of a candidate. Shimonsky later claimed he was told that news of his arrest made it impossible for the district to proceed with the hiring and suggested that without media coverage, the position would have been his. District officials declined to respond to those claims.
The John Shimonsky case highlights the high level of scrutiny applied to leadership roles in public education. It demonstrates how legal concerns, even when resolved through a misdemeanor plea, can outweigh professional experience when districts prioritize trust, accountability, and the protection of sensitive systems and student information.
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