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Memorandum

February 22, 2005

A pre-employment screening policy recently approved by President Likins will be implemented on March 1, 2005. The intent of the policy is to ensure that adequate background checks have been conducted on all new hires to substantiate their qualifications for employment. For security sensitive positions, criminal background checks will be conducted in addition to the standard background check. Some University positions currently require drug and motor vehicle checks and these requirements will not change.

Currently, most hiring authorities conduct thorough background checks. This policy codifies that activity and adds the criminal background check requirement for certain positions.

The University of Arizona has retained the services of Sterling Testing Systems, Inc. to conduct pre-employment screening. Departments may conduct the standard employment background check (academic credentials, employment history, job performance and licensure) or elect to use the services of Sterling Testing Service. Drug, motor vehicle and criminal background checks must be conducted by Sterling Testing Service. Costs associated with this service will be borne by the hiring department.

Key elements of the policy include the following:

• University departments will be required to conduct a Standard Pre-Employment Screening on all new hires to verify educational credentials, license/certification, employment histories and job performance.
• Certain positions will also require a criminal, drug or motor vehicle background check. Human Resources will collect criminal background information and coordinate drug and motor vehicle checks with the Department of Risk Management and Safety.
• The policy applies to all new positions posted after March 1, 2005 and any employees who transfer, or are promoted into a designated "security sensitive" position after March 1, 2005. "Security Sensitive" positions include:
  1. Senior level administrators (president, provost, vice provosts, deans, vice presidents; assistant and associate vice provosts, vice presidents and deans; department heads; department directors;
  2. Business managers and other senior finance and business-related administrative positions.
  3. Positions that have unsupervised contact with minors not enrolled at The University of Arizona.
  4. Positions that have direct access to select agents, as defined by the USA Patriot Act of 2001.
  5. Positions with unrestricted access to residence hall rooms.
  6. Other positions designated by a dean or vice-president (in consultation with the AVP for Human Resources) as "security sensitive."
  7. Finalists who indicate a prior felony conviction.
  8. Employees of the University of Arizona Police Department (UAPD). Pre-employment screening for these individuals shall be conducted in accordance with UAPD hiring protocols.
• Evidence of criminal convictions or other adverse information will not automatically disqualify candidates from consideration.
• This policy is implemented in accordance with Arizona Board of Regents (ABOR) Policy 6-709, "Mandatory Background Checks for Employees and Process for Hiring, Retaining or Terminating Employees Convicted of a Felony Offense."

Complete ABOR and University policies and guidelines are available at http://www.hr.arizona.edu to assist you with your pre-employment screening and reference checking activities.

Hiring authorities and departmental representatives are encouraged to work with their assigned Human Resources Employment Advisor at the time of recruitment to identify pre-employment screening requirements.