Standard Pre-Employment Screening
Prior to extending an offer of employment (including internal hires), the hiring authority or a designee will check and verify the following information:
- Professional references
- Educational credentials
- Employment history and past performance
- Professional license or certification (if required)
The Division of Human Resources will arrange the following records checks:
- Motor vehicle
- Criminal background
- Commercial driver's license (if applicable)
Criminal Background Check Application
A fingerprint-based criminal record background check is conducted on all finalists, both internal and external, for Security- or Safety-Sensitive positions, and on all finalists who have disclosed a prior felony conviction on pre-employment forms.
A name-based criminal record background check is conducted on all finalists, both internal and external, for all other positions.
When a finalist for a change of position (such as reclassification, promotion, transfer, or other similar change) or a finalist previously employed by the University has had a criminal background check within the past 12 months equal to the criminal background check required of the new position, Human Resources may exempt the department from conducting a duplicate check at the time of the internal change or rehire.
Background Checks for Non-Employees
Currently, the University is not required to conduct criminal background checks on undergraduate and graduate student workers, affiliates, associates, or volunteers, unless such individuals perform a Security- or Safety-Sensitive job. Health sciences students, however, may be required to submit to criminal background checks in order to participate in training programs at University-affiliated institutions, under policies and procedures in effect at those institutions.