All university employees may be subject to a background check as part of the terms of their employment. For more information, please read our Applicant Resources page on Background Checks.
For comprehensive understanding of this policy, please see our FAQ (Frequently Asked Questions) page on Background Checks.
Here's a quick overview of when a background check is required:
After we review an applicant’s qualifications for a staff job, and as a contingency of a final offer, we are required to do a background check on candidates for designated positions.
Appointment to or continued employment in a critical position is contingent upon successful completion of a background check.
Consistent with University policy and applicable work rules, to ensure that individuals are selected who possess the qualifications to perform the duties of the position most effectively and who are best able to serve the University’s interests, the University requires job-related background information on final candidates for critical positions and employees who are promoted, reclassified, or transferred into critical positions.
Background checks may include but will not necessarily be limited to confirmation of an individual’s identity, review of an individual’s conviction record, if any, or verification of any license, certificate, or degree required for appointment.
- Except for fingerprinting, a background check is completed prior to appointing a person to a critical position. A background check that includes fingerprinting may be completed after appointment and the results shall be used to assess the employee’s suitability for continued University employment.