Marketing Retarget Pixel

Policy on Background Checks

  • University of Maryland Eastern Shore Policy on Background Checks for New Appointments

    Purpose:        To formalize the process for background checks for candidates for hire for any position with the University including all regular and academic appointments and any contingent new hires.

    Procedure:     A full background check will be conducted on candidates identified for an offer of employment. The background check will consist of a verification of the last three employment references or employment covering a span of the previous 10 years and a criminal background check based on personal information contained in the candidate’s self-disclosure/permission form to allow us to conduct a criminal background check by an outside vendor. A criminal background check will be conducted on any volunteers.

    1. The employment check may be conducted by the chair of the search committee or the University Human Resources Employment Manager.

    2. The Criminal Background check shall be conducted by the University Human Resources Employment Manager through an appropriate Criminal Background Check vendor.

      1. Adverse Criminal Information – any information regarding a felony conviction or any major offense other than a minor traffic violation or other misdemeanor may be considered in the recommendation to hire an individual given the nature of employment and the sensitive nature of the position.

      2. Convictions older than 10 years will not be considered in the evaluation of the candidate unless the conviction is for a sex offense or other serious crime of violence for which the candidate has been incarcerated during this time.

    3. The Criminal Background check for the Office of Public Safety and the campus child care center will be conducted according to state of Maryland regulations governing sworn police departments and licensed day care centers, respectively.

      1. The applicant will be directed to the nearest facility that can take a digital fingerprint and that record will be sent to the various state and federal databases for analysis.

      2. Adverse Criminal Information - The appointing authority will receive and determine the import of any adverse information revealed through the fingerprint analysis in accord with the applicable state law or regulation.

    4. Notification of Candidate- candidates will be notified of any adverse information and will be given an opportunity to verify and reply to this information. Any appeal should be directed to the Director of Human Resources.

    5. Confidentiality – All criminal records received by the University will be kept in strict confidence within the Human Resources office and held on a need to know basis.