Policy to screen IU job applicants

Honesty is the best policy for new applicants hoping to get a job at IU. \nBackground checks of all new applicants will be required prior to employment beginning July 1. Planning for the enactment of this new policy began 18 months ago, said Daniel Rives, associate vice president of University Human Resource Services. \nThe background check will only be conducted on new staff employees. \n"The University thinks it's important that there is a safe and secure environment for students, visitors and employees," Rives said. \nThe new policy will require departments to conduct a "verification of employee credentials." Among the qualifications listed on a memo from UHRS are educational credentials, prior employment that qualifies the employee, a check on past employment and a license check to make sure the employee qualifies for the position. Each University department will conduct these checks as new people apply. \n"It's up to departments to do a great deal when it comes to doing a background on all employees," Rives said. \nAccording to a memo from the UHRS, "these checks are to 'verify' credentials, work history and criminal background that candidates are expected to disclose on a university-designated application form."\nAn outside third-party agency, HireRight, will do the criminal and violent or sex offender check. Once the background history is checked, UHRS is notified if a past record is discovered. UHRS then notifies the applicant. \nAccording to the memo, using HireRight's services will cost $35.50 for the criminal history and sex and violent offenders registry checks. Limited checks, which are conducted on employees 22-years-old or under will cost $20.50. The funding for this comes from departmental budgets provided by the University.\nIf a conviction is discovered and was reported on the application, UHRS will discuss the issue with the department to review and decide employment status. \n"The goal is to have applicants reveal convictions so they can make good decisions in placing people into the positions for which they are applying," said Maurice Smith, University director of employee relations.\nThose who don't report criminal convictions on their application will have the employment offer withdrawn if the criminal and violent or sex offender check comes back proving a conviction, Smith said. \nFreshman Joshua Henderson said he believes these are suitable measures for IU staff.\n"I think background checks are appropriate for all positions of responsibility," Henderson said. \nThis process confirms the information applicants provided on their application, Smith said. \nThose applying for high positions such as a chancellor position will require a tax payment and a credit history check in addition to the background check. This policy also applies to those currently in high positions.\n"If (those in high positions) have access or control over financial information, they should have credit checks," Henderson said. \nThese checks will allow each department to have accurate information on the applicant. According to the memo, the new check is complying with a new state law passed by the Indiana legislature "requiring IU to complete a broader background check on all new employees." \n"It will give us good information on the application process so we can make good hiring decisions," Smith said. \n-- Contact city & state editor Andrea Opperman at acopperm@indiana.edu.