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 BACKGROUND CHECKS
http://www.csus.edu/hr/faculty/G-2.pdf
XIV. BACKGROUND CHECKS
The campus is developing a policy on background checks for certain "sensitive" positions. It is
anticipated that some faculty positions will be included on the list. Vacancy announcements will
note if a position requires a background check. A number of state and federal laws govern this
area, and procedural safeguards will be developed to comply with legal requirements. Please
do not engage in or commission applicant background checks (criminal, civil, credit, driving) on
your own.
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XV. SELECT AND RECOMMEND CANDIDATE FOR APPOINTMENT/
PREPARE PROCESS SUMMARY.
A. Committee discussions are confidential. If issues arise during discussions
on hiring policies, contact your College Dean or HR.
B. The committee should meet as soon as possible following the interviews to
consider all information before recommending final candidate(s) to the Dean. If
too much time elapses before recommending final candidate(s) the department will
run the risk of losing the first choice candidate.
C. At this point letters should be sent to candidates interviewed but not selected
(Appendix #13 or Appendix #14, as appropriate).
D. Complete the Process Summary. (Appendix #15).
Please note: two copies of the process summary form and one copy of all attachments
(including resumes and applications for all persons interviewed) are required.
E. When any applicant rejects an offer try to find out the reasons for rejection. This
information is needed for an annual report to the Chancellor’s Office.
F. If there are questions concerning spousal or domestic employment
for the candidate(s) recommended, the College Dean should notify the Associate
Vice President for Human Resources (ext. 8-6779) immediately.
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