A search committee may be used. For all applicants considered at each stage of the search, reasons must be identified and recorded for any applicant who is dropped from further consideration. These reasons must become part of the search file. References - All applicants for employment must provide a list of references which may be reviewed and checked by the employing official, the search committee, or the Personnel Services Office in the course of applicant screening. Departments are strongly encouraged to check references of applicants prior to deciding who will be recommended for interview.
Employment is contingent upon a criminal background investigation for the selected applicant.
All applicants who will be interviewed must grant the University written permission to conduct the criminal background investigation. Information from the background investigation will be retained by the Personnel Office. Only information which calls into question the appropriateness of the hire will be provided to the hiring department. If such information is revealed to the University by the background investigation, the department and the Personnel Office will meet with the University's Legal Representative to make a determination whether information revealed in the Criminal Background Investigation will be used as a factor in making the hiring decision. The Executive Vice President or his designee must be consulted before any final decisions are reached in the case of an applicant with a criminal history.