Preapprovals, Policies, Background Checks and Misconduct Screenings

Preapprovals, Policies and Standards

Always speak with your supervisor to gain understanding of the approvals required for your college or unit. Seeking approvals for search waivers are included in the requisition process. Appropriate documentation can be attached for review by OIE or the Director of Talent Acquisition in the requisition workflow.

Review policies related to hiring to ensure you understand other requirements, outside of preapprovals.

Preapprovals for Staff Positions

Waiver procedures for staff positions are outlined in Chapter 3 of the Staff Recruitment and Selection procedural manual.

Preapprovals for Faculty Positions

Please review the Routing for Actions Requiring Provost Approval located on the Provost’s web page outlining Policies and Procedures. Those seeking Requests for Search Waivers - Faculty or Requests for Search Waivers – Research Faculty should understand the needed information outlined in the Faculty Search and Screen process..

Policies, Standards or Procedures

Terms and Conditions of Employment of Faculty Members (B-50)

Terms and Conditions of Employment of Lecturers

Terms and Conditions of Employment of Staff (VI.F.5)

Terms and Conditions of Employment of Graduate Student Staff (VI.F.11)

Guidelines for Research Faculty

Student Employment Guidelines

Operating Procedures for Lecturer Appointments

Temporary Employment (S-12)

Appointments for Personnel Not on Payroll (VI.B.3)

Background Checks (VI.F.6)

Operating Procedures for Misconduct Screenings

Financial Policies (Provost)

Background Checks

Background checks are acknowledged in job postings and offer letters. Talent Acquisition in Human Resources performs the Background check.

Faculty and Staff Positions

All faculty and staff positions are subject to the University’s Background Check Policy, which requires criminal history and sexual offender registry checks for all new hires. The Background check is an automated step within the SuccessFactors recruitment process.

Student (Grad and Undergrad) Positions

The Background Checks Policy also requires sex and violent offender registry checks for all student (grad and undergrad) positions. This is currently done during the onboarding process. A separate email invitation from HireRight (our background check vendor) is sent to the student to collect the needed information to run the check.

Misconduct Screenings

As of August 1, 2022 changes to the Background Policy included implementing operating procedures for performing misconduct screenings. Applicant completes criminal offense question and misconduct finding disclosureduring the application process within SuccessFactors. All job postings will indicate that disclosure regarding findings of misconduct will be required for external applicants and will be considered in the selection of the successful candidate.

Operating Procedures for Staff Positions

Department Recruiter or Chair (which could be the hiring supervisor or department admin) follows the Misconduct Procedures for Staff Positions Quick Reference Guide and/or Flowchart. Operating Procedures for Performing Misconduct Screenings supplement the Background Checks policy.

Operating Procedures for Faculty Positions

Department Recruiter or Chair (which could be the department admin supporting the search) follows the Misconduct Procedures for Faculty Positions Quick Reference Guide and/or Flowchart. Operating Procedures for Performing Misconduct Screenings supplement the Background Checks policy.