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Divisional HR - Recruitment - Criminal Background Check (CBC)
The Board of Regents adopted a resolution on December 8, 2006 that requires the implementation of a UW System-wide criminal background check (CBC) policy for new employees and current employees moving to positions of trust. UW–Madison divisions have incorporated the following steps into their hiring and selection process.
Assistance with Criminal Background Checks
- ASU HR referred to in this article will generally refer to the HR Specialist or HR Assistant that the Hiring Manager is working with.
- The Hiring Manager can also contact the service account email@example.com at any time with questions regarding their hire.
- In unique circumstances, the CBC can be conducted earlier - please consult with Extension HR (firstname.lastname@example.org).
- This applies to all vacancies except when hires are made in student hourly, employee-in-training, and LTE appointments or when employees move from another UW campus or state agency, unless the vacancy will be in a position of trust.
- If an individual is returning to the UW after less than a one-year absence, it is not required that a new CBC is completed unless the employee is moving to a position of trust.
- Divisions are expected to complete CBCs prior to making an official offer of employment.
- If a CBC cannot be completed before an official offer is made, the CBC must be completed before the individual begins employment unless an exception is granted by the appropriate dean or director.
- The CBC must be completed and a decision made no later than 60 days after the start of employment.
- See the CBC policy for more detailed information: Criminal Background Check Policy
ASU HR Responsibilities:
- After finalist(s) verbal acceptance of offer, initiate the CBC through HireRight
- Notify Hiring Manager when CBC and employer SH/SV check are completed
Note: The reason ASU HR initiates the CBC after the verbal offer is accepted by the finalist(s) and not before is due to the cost of the CBC. The division is charged for each CBC initiated. Therefore, ASU HR prefers to initiate as few CBCs as possible, and this is better ensured if the finalist has verbally accepted and is more likely to proceed with being hired.