Background Checks

Background Check Information

The University of Colorado Denver | Anschutz Medical Campus performs background checks as a condition of employment and appointment. The background checks are initiated for final Candidates identified for appointments at the request of the hiring/appointing authority once such finalists are identified. The criminal history will not be provided or considered prior to making job offers. Candidates will be asked to provide personal data and sign an electronic background consent form through HireRight before the background checks are conducted. Final Candidates who fail to provide the data and authorization will not be allowed to begin work. Background checks always include review of criminal records, sex offender checks, and excluded/denied parties checks and may, for designated positions, require check of any or all of the following: civil, financial/credit, motor vehicle, and other checks. Background checks should only be requested by HR Business Partners.

Background Check Policy

The CU Denver Campus and CU Anschutz Medial Campus strives to maintain a safe and productive educational, clinical, research and employment environment. All offers of employment and continued employment are contingent upon a satisfactory background check. Employment shall not be effective until Human Resources has notified the department that the candidate has satisfactorily passed the background check.

While individuals are required to complete a background check, this information will not exclude you from being considered for this position and we encourage everyone, regardless of their status, to apply.

First, make sure they are aware that the email will come from an address associated with “HireRight Customer Support,” our background check vendor (applicant may have disregarded it as SPAM). Second, verify that the email address submitted on the Background Check Request form is correct and current. If, at that point, the candidate still has not received the email authorization, contact hr.backgrounds@ucdenver.edu to request that a new email be sent to the candidate.

The link is valid for a 30-day period. If the candidate does not respond within this time frame, contact HR.backgrounds@ucdenver.edu to request a new link. Please encourage the candidate to respond promptly as the turnaround time for receiving the results is negatively impacted if the candidate does not respond in a timely manner.

Here are a few suggestions:

Inform the applicant that they will receive an email from HireRight, our third-party vendor, not directly from the University. By letting the applicant know that this is a legitimate email and not spam/phishing scam, confusion is eliminated, and the candidate can respond quickly.

Remind the candidate that a successfully completed background check must be performed BEFORE the candidate can begin working. It may be helpful for you to discuss an anticipated start date but wait to finalize an official start date until the individual has passed their background check.

When requesting the background check please make sure all necessary information is included and is accurate on the Background Check Request form. Doublecheck to make sure the name of the candidate and e-mail are spelled correctly.

Lastly, check-in with the candidate to make sure they received the email from HireRight. Some emails block or send the email directly to junk/spam.

If an international candidate does not yet have a social security number and they have not lived in the USA for a year or more, a criminal background check will not be required. The Department of Homeland Security conducts rigorous screenings prior to granting a visa. A newly minted Social Security Number will yield no data and, therefore, renders the check unnecessary. Once an international candidate has been in the country for more than 1 year, we would require a check upon re-hire, re-appointment, promotion or transfer.

The Excluded Parties List is a list compiled by the federal government that identifies individuals who have been suspended, debarred, proposed for debarment, and excluded from working on Federal contracts. Given the university’s status as a federal contractor, anyone found to be on this list is referred for further investigation by Human Resources. Employees are checked against this list as part of our standard background check process.

Motor vehicle records (MVR) checks will be considered for positions that have responsibility for operating University owned or controlled vehicles (including golf carts), require transporting of children, patients, students, clients, or others in a private vehicle or require any other driving of a motor vehicle, including rental vehicles, on a regular or routine basis, to conduct University business. Financial checks are required for the appointment of Officers.

Self disclosure requires all University employees to report any post-employment misdemeanor convictions, felony convictions, and felony charges to the Campus Background Coordinator. Further, all employees with documented driving responsibilities must self-disclose any post- employment driver’s license suspensions or revocations. Employees must report such crimes when rehired, reinstated, transferred, or promoted. They must also report any such charges or convictions brought against them while currently employed by the University. The employee is given three business days to make the University aware of the charges, convictions, suspensions, or revocations. Any department Hiring Authorities made aware of convictions must also report it to HR.backgrounds@ucdenver.edu in Human Resources for further investigation.

New employees are asked to self-disclose any past felony or misdemeanor convictions when they are first hired as part of the background check process. After receiving the initial HireRight background check email, final candidates are asked to self-disclose while signing the authorization documents.

HR considers the following criteria for adverse background results:

The nature, gravity, and seriousness of offense(s) for which the candidate was convicted
Number of offenses
Accuracy of information provided to the University by the final candidate
Recency and relationship of convictions to position duties

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Human Resources

Background Check Information

Background Check Policy

Background Check Form

Background Check Policy

Human Resources

Background Checks

Background Check Information

Background Check Policy

Background Check Form

Background Check Policy

I have applicants who are worried about giving out sensitive information online. How secure is HireRight?

What is the turnaround time for a background check?

What if the final candidate indicates they have not received an email for the background check authorization? What do I do?

How much time will the candidate have to respond to the HireRight electronic authorization invitation?

What can I do to help ensure the background check process runs as smoothly as possible?

What is the process for conducting a background check on an international candidate?

What types of background checks does the university require?

What is the Excluded Parties List and how does it impact the background check process?

How do I know if a position requires a motor vehicle or financial check?

What do I do for a sub-contractor or temporary worker from an agency who will be working on campus?

The policy states all employees are required to self-disclose all post-employment criminal convictions. What are the guidelines, process and requirements for self-disclosing?

Does the “Self-Disclosure” portion of the policy apply to new employees?

What criteria does HR review for adverse backgrounds?

Human Resources