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Student Life Background Checking. Changes in Policy and Procedures. HIRE ME!. Your Candidate. Student Life Human Resources [email protected]. Program Requirements. - PowerPoint PPT Presentation
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Student LifeBackground Checking
Changes in Policy and Procedures
HIRE ME!
Your Candidate
Student Life Human Resources [email protected]
Policy 4.15 requires background checks to be conducted on final candidates for Policy 4.15 requires background checks to be conducted on final candidates for specified university positions.specified university positions. Departments may conduct background checks Departments may conduct background checks on candidates for positions not mandated by Policy 4.15. In these cases, the on candidates for positions not mandated by Policy 4.15. In these cases, the principles in this document must be used to establish department processes to principles in this document must be used to establish department processes to ensure consistent and fair practices.ensure consistent and fair practices.
Applies to faculty, staff, appointees, volunteers, applicants, third party staffing Applies to faculty, staff, appointees, volunteers, applicants, third party staffing vendors, graduate associates, and student employees. vendors, graduate associates, and student employees.
Department background check processes must be applied objectively and Department background check processes must be applied objectively and consistently within a department or division over time.consistently within a department or division over time.
Departments must fully document background check processes to ensure Departments must fully document background check processes to ensure consistent application. Documentation must include the business rationale for consistent application. Documentation must include the business rationale for conducting checks, particularly if the practice is not applied to all final conducting checks, particularly if the practice is not applied to all final candidates within the department.candidates within the department.
The types of background checks conducted must be relevant to the position The types of background checks conducted must be relevant to the position responsibilities.responsibilities.
Program RequirementsProgram Requirements
Policy 4.15, Minimum StandardsPolicy 4.15, Minimum Standards
Consumer Reports and/or Consumer Reports and/or Investigative Consumer ReportsInvestigative Consumer Reports
Policy 4.15, Minimum StandardsPolicy 4.15, Minimum Standards
Consumer Reports and/or Investigative Consumer Reports and/or Investigative Consumer Reports, cont.Consumer Reports, cont.
Policy 4.15, Minimum StandardsPolicy 4.15, Minimum Standards
Focal Points - Classification ReviewFocal Points - Classification Review(Policy 4.15 Minimum Standards, SL Risk & Emergency Management, SL Background Check Program Review – June 2007)(Policy 4.15 Minimum Standards, SL Risk & Emergency Management, SL Background Check Program Review – June 2007)
High security/sensitive workersHigh security/sensitive workers Care of children or minors, such as child care workers, camp counselors, etc.Care of children or minors, such as child care workers, camp counselors, etc. Handling of financial matters; can be limited to those positions with approval authority or Handling of financial matters; can be limited to those positions with approval authority or
access above a set dollar amount.access above a set dollar amount. Direct access to or control over cash, checks, credit/debit card account informationDirect access to or control over cash, checks, credit/debit card account information Access to master keys of residences and areas requiring a high level of security, such as Access to master keys of residences and areas requiring a high level of security, such as
those that store controlled substances or money, research facilities, etc.those that store controlled substances or money, research facilities, etc. Access to controlled substances.Access to controlled substances. Access to and use of firearms.Access to and use of firearms. Care of patients in health care settings such as hospitals, dental clinics, vision clinics, Care of patients in health care settings such as hospitals, dental clinics, vision clinics,
mental health facilities, etc.mental health facilities, etc. Access to restricted levels of information technology systems or information.Access to restricted levels of information technology systems or information. Access to export-restricted information or materials by applicants for research faculty and Access to export-restricted information or materials by applicants for research faculty and
research scientist positions, who are not naturalized citizens or do not have permanent research scientist positions, who are not naturalized citizens or do not have permanent resident status.resident status.
Agency temporary workersAgency temporary workers Contractors/vendors/repair persons/delivery persons - (criteria: type/level of access)Contractors/vendors/repair persons/delivery persons - (criteria: type/level of access)
13 Commandmentsfor Hiring Managers (HMs)
1. HM must include “Requires successful completion of background check(s)” in the “Requirements” section of all position descriptions and employment advertisements for applicable positions.
2. HM conducts education, employment history, license, and employment reference checks before submitting materials for BC.
13 Commandments for HMs
3. If candidate is a transfer
(internal or external), HM
contacts SL-HR Generalist
for personnel file.
• HM should review all
information pertaining to
the prospective
employee’s work
performance
Transfer
Internal/External Candidate
5. HM must notify candidate
that background check
results are subject to the
Ohio Public Records Act
(refer to Definitions).
Policy 4.15, Frequently Asked Questions
13 Commandments for HMs
6.6. In interview, HM is required to ask about the In interview, HM is required to ask about the nature and nature and
circumstances of criminal convictions, circumstances of criminal convictions, if any are if any are
disclosed. Discriminatory questions are prohibited.disclosed. Discriminatory questions are prohibited.
Policy 4.15, Frequently Asked Questions
13 Commandments13 Commandments for HMs, cont. for HMs, cont.
7.7. HM should ask the candidate if there are any criminal HM should ask the candidate if there are any criminal
convictions not listed on the application and discuss the convictions not listed on the application and discuss the
details with them.details with them.
If a candidate indicates that a criminal record was If a candidate indicates that a criminal record was
expunged, no further questions should be asked about expunged, no further questions should be asked about
it, as expungements cannot be taken into account it, as expungements cannot be taken into account
regarding the candidate’s employment.regarding the candidate’s employment. Policy 4.15, Frequently Asked QuestionsPolicy 4.15, Frequently Asked Questions
13 Commandments13 Commandments for HMs, cont. for HMs, cont.
8.8. All offers of employment, All offers of employment, oral or oral or
writtenwritten, must include a statement as , must include a statement as
follows: “This offer is contingent on follows: “This offer is contingent on
the university’s verification of the university’s verification of
credentials and other information credentials and other information
required by law and/or university required by law and/or university
policies, including but not limited to a policies, including but not limited to a
criminal background check.”criminal background check.”
(Policy 4.15, Minimum (Policy 4.15, Minimum
Standards)Standards)
9.9. HM obtains candidate signatures. HM obtains candidate signatures.
Adds title, posting, and authorization Adds title, posting, and authorization
data. data.
13 Commandments13 Commandments for HMs, cont. for HMs, cont.
10. Forwards completed documents to SL-HR Service Center.
13 Commandments for HMs, cont.
11. HM should advise final candidate that fingerprint customers must 11. HM should advise final candidate that fingerprint customers must
present their Social Security card and one form of valid legal present their Social Security card and one form of valid legal
state/federal identification (i.e. drivers license, state ID card, or state/federal identification (i.e. drivers license, state ID card, or
passport). passport).
12. HM should inform Background Check Coordinator of any negative 12. HM should inform Background Check Coordinator of any negative
info revealed in interview that the candidate discloses. (Policy info revealed in interview that the candidate discloses. (Policy
4.15, Minimum Standards)4.15, Minimum Standards)
13. Once the BC process has begun, the hiring manager must wait on 13. Once the BC process has begun, the hiring manager must wait on
results before offering position to another candidate . (Policy 4.15, results before offering position to another candidate . (Policy 4.15,
Frequently Asked Questions)Frequently Asked Questions)
13 Commandments13 Commandments for HMs, cont. for HMs, cont.
SL-HR ResponsibilitiesSL-HR ResponsibilitiesSL-HR Service CenterSL-HR Service Center BC Coordinator BC Coordinator [email protected] [email protected]
Reviews application materialsReviews application materials Coordinates with BCC to schedule Coordinates with BCC to schedule
fingerprintingfingerprinting Fingerprint customers must Fingerprint customers must
present their SS card and one present their SS card and one form of valid legal state/federal form of valid legal state/federal identification (i.e. drivers license, identification (i.e. drivers license, state ID card, passport).state ID card, passport).
Compiles consumer reportsCompiles consumer reports Analyzes the dataAnalyzes the data Reports to the HM whether candidate Reports to the HM whether candidate
is clear to work or did not passis clear to work or did not pass Sends to candidates evidencing Sends to candidates evidencing
negative BC information: negative BC information: Summary of Rights under the Summary of Rights under the FCRAFCRA,, the results of checks performed by the results of checks performed by
third party vendorsthird party vendors
Candidates have Candidates have 5 business days5 business days to to contest and to submit documentation contest and to submit documentation to the BCC proving that the report is to the BCC proving that the report is in error. in error.
Policy 4.15, Minimum Standards
Pre- and Post-Adverse Action LettersPre- and Post-Adverse Action Letters
RECORD RETENTIONRECORD RETENTION For candidates who are hired:For candidates who are hired:
Results must be retained until Results must be retained until
reviewed by the BCC and a decision reviewed by the BCC and a decision
of hire is made. Then the BCC will of hire is made. Then the BCC will
destroy the results to ensure destroy the results to ensure
confidentiality. confidentiality.
BCC must retain BCC must retain onlyonly the Background the Background
Check Disclosure, Authorization, and Check Disclosure, Authorization, and
Release Form. Release Form. for the length of employment plus for the length of employment plus
three years,three years,
in a secured location (e.g. locked file in a secured location (e.g. locked file
drawer)drawer)
separate from the candidate’s separate from the candidate’s
personnel file.personnel file.
RECORD RETENTION, cont.
For candidates who are not hired
due to information revealed in the
background check:
BCC must retain both the results
and the Background Check
Disclosure, Authorization, and
Release Form for three years,
in a secured location (e.g. locked
file drawer)
separate from other documents
generated by the selection
process.
Fingerprinting Hardware/SoftwareFingerprinting Hardware/Software WebCheck is a secure, web-based application that allows authorized WebCheck is a secure, web-based application that allows authorized
citizens to use the Internet to submit fingerprint-based searches against a citizens to use the Internet to submit fingerprint-based searches against a State and FBI criminal record database on a State and FBI criminal record database on a fee-for-service basisfee-for-service basis. .
How WebCheck Works
1. Data Entry: Swipe driver’s license or ID card to automatically extract demographic information. Complete the entry of additional demographic data.
2. Capture Fingerprints: Capture left slap, right slap, and two thumbs simultaneously in a three-step process.
3. Quality Check: Image quality check, automatic hand orientation verification for proper fingerprint sequencing, and fingerprint segmentation.
4. Submit Transactions: Fingerprint images and demographics are encrypted and submitted to the State AFIS and subsequently to the FBI AFIS (IAFIS).
5. Results Returned: A “No Record” status empowers the requestor to print a “No Record” Letter. If a record is found the requestor will be notified that a printed RAP sheet will be sent via US mail
Conviction DisclosureConviction Disclosure
Commencing July 1, 2011, employees of SL must inform the Director of Commencing July 1, 2011, employees of SL must inform the Director of
SL-HR (or designee) if they are convicted of any SL-HR (or designee) if they are convicted of any criminalcriminal offense offense within within 3 business days3 business days of the conviction of the conviction excludes non-criminal traffic infractionsexcludes non-criminal traffic infractions Director of SL-HR consults with employee’s Unit Director and Legal Director of SL-HR consults with employee’s Unit Director and Legal
Affairs, to determine relevancy of convictionAffairs, to determine relevancy of conviction Employee may be subject to reassignment, termination, or may be allowed Employee may be subject to reassignment, termination, or may be allowed
to resignto resign Reporting of convictions is applicable to all employees, whether or not Reporting of convictions is applicable to all employees, whether or not
their positions are/were subject to an original background check.their positions are/were subject to an original background check. Reporting requirement is effective for all criminal convictions occurring Reporting requirement is effective for all criminal convictions occurring
after July 1, 2011after July 1, 2011