Background Checks

The University of Colorado is committed to maintaining a safe and productive educational, clinical, research, and employment environment. One of the mechanisms we use to promote this environment is the听.

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 Applicant has satisfactorily completed the Background Check.

Applicants

Prior to hire, transfer, promotion, voluntary demotion or other change in position, a background check may be required in accordance with the听. The University of Colorado works with HireRight, a third party vendor, to conduct background screenings. If you have questions about HireRight, please refer to the听.

听 听Ordering a Background Check

Staff, Faculty and Research Faculty

Background checks are initiated by Human Resources when a final candidate is identified and the offer extended.

Student Employees, Temporary Aids, Temporary Faculty and Volunteers

The following is a summary of the procedures guide for ordering a background check:

1. Submit the Final Applicant鈥檚:

  • full name
  • job title听and position number (if applicable)
  • email address
  • type(s) of check(s) being requested

to Human Resources at听hr-bgc@colorado.edu. Please include the type of appointment the Final Applicant is being considered for (classified staff, university staff, faculty, research faculty, temporary employee, student employee, volunteer, etc.) If the appointment is for a student employee, please include a brief description of how the appointment is security-sensitive. If the check is for a volunteer, please include a brief description of the vulnerable population the volunteer will be working with per the requirements of the campus background check policy.

2. Promptly notify the Final Applicant that s/he will receive an electronic communication from HireRight Customer Support requesting that s/he submit a background disclosure and authorization form online.听

3. Ensure appropriate background checks have been completed prior to entering data for new appointments into HCM. In exceptional circumstances, and in consultation with Human Resources, the appointing authority may hire a temporary employee prior to the completion of the background check investigation.

听 听Frequently Asked Questions

Background checks are valid for three years. If in that time period the employee is promoted, rehired, transferred, or reinstated the background check remains valid.
No. Background checks are valid for three years, but are only initiated upon hire and when there is a job status change, e.g. upon promotion, transfer, rehire or reinstatement. For example, if an individual were promoted twice in three years, only one background check would be needed during that time frame for the multiple job appointments. If an individual has been in the same position for seven years, they would not require a background check at the three year mark. They would only require a background check upon promotion or transfer if the last check was conducted more than three years ago.
听For staff, faculty and research faculty hires posted within 91福利社 Jobs, HR will initiate the background check upon verbal acceptance by the candidate. For all other hires, once a final candidate has been identified, send an email to hr-bgc@colorado.edu to begin the background check process. Please include the information listed below. By providing this information HR will be able to determine if a background check is needed and the type of check(s) to be conducted. Please provide the following information by email to hr-bgc@colorado.edu:
  • Applicant's FULL NAME
  • JOB TITLE and POSITION NUMBER, if applicable
  • Applicant's EMAIL ADDRESS
  • TYPES OF CHECKS required for the position (CRIMINAL, FINANCIAL, MOTOR VEHICLE RECORDS)
The easiest reference for determining whether a position requires a motor vehicle or financial check is to review Appendix A of the background check policy. Appendix A provides specific examples of positions with driving responsibilities and also outlines those positions requiring a financial history check. If you remain unsure, please contact a Position Management Consultant in Human Resources.
Please allow 5-7 business days from the time that the applicant responds to the e-mail invitation OR from the time HR receives authorization to conduct the background check from the applicant. It is usually best to allow at least 2 weeks for the check when deciding upon a hire date.
VERY. Being a large, international entity, HireRight has gone to great lengths to create the safest environment for sensitive data. Refer to the HireRight Privacy Policy for more information
These workers are expected to have successfully completed a background check prior to being allowed to work on campus. It is the responsibility of the vendor to conduct the background check for their employees before sending a worker to campus.
First, make sure they are aware that the email will come from an address associated with 鈥淗ireRight Customer Support,鈥 our background check vendor (applicant may have disregarded it as SPAM). Second, verify that the email address sent to HR is correct and current. If, at this point, the applicant still has not received the email authorization, contact hr-bgc@colorado.eduto request that a new email be sent to the applicant.

鈥嬏鼼ood question! Here are a few suggestions:

  • It would be helpful for you to notify the applicant that s/he will receive an email 鈥渋nvitation鈥 to complete the background check authorization online; the applicant can then keep an eye out for it. This should be done PRIOR to making the request to the background unit.
  • Inform the applicant that the email will come from a name associated with 鈥淗ireRight Customer Support,鈥 not directly from 91福利社. By letting the applicant know that this is a legitimate email and not spam/phishing scam, much confusion is eliminated and the applicant can respond quickly.
  • Remind the applicant that a successfully completed background check must be performed BEFORE the applicant can begin working at CU. It may be helpful for you to discuss an anticipated start date, but wait to finalize an official start date until the background check has been completed.
  • When requesting the background check from the HR Background Unit, please make sure all necessary information is included and is accurate. Double check to make sure the name of the applicant and e-mail are spelled correctly.
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