| Initiating body: | Human Resources and Office of General Counsel |
|---|---|
| Contact: | Associate Vice President for Human Resources 438-8311 |
| Revised on: | 09/2008 |
Illinois State University, in compliance with applicable state law, whereby each public institution of higher education shall, through written policies and procedures, identify security sensitive positions and make provisions for the completion of criminal background investigations prior to employing individuals in these positions, has established the following policy:
Security sensitive positions are those having direct and significant impact on the safety and well-being of students, staff, and the institution. Human Resources is responsible for determining positions that will fall under the security-sensitive definition. These determinations are reviewed by Legal Counsel. A current list of security sensitive positions is available on the Human Resources website at Recruitment & Hiring - Managers Toolkit
Human Resources will initiate a conviction record investigation on individuals selected to fill any position that is classified as security sensitive.
The following procedures will be implemented whenever any person becomes a candidate for employment in a position designated as "security sensitive" in compliance with applicable state law;
At the time the candidate is notified by Human Resources that he/she has been selected to fill any "security sensitive"position, Human Resources will indicate that the appointment is tentative until the criminal conviction history of the person has been investigated. This provision applies to new employees or current employees who are transferred/promoted to a "security sensitive" position.
The candidate shall be required to properly fill out the Campus Security Act Conviction Information Request Form (PERS 944) or any other form(s) subsequently identified by the University and/or the Illinois State Police to be used to request a conviction information record.
Human Resources will submit the request and proper fee in the prescribed manner.
Upon receipt of a "no conviction" response, Human Resources will provide one copy of the response to the candidate and one copy of the response will be provided to the proper hiring authority at the University. One copy of the response will be kept in a secure file in the Human Resources office.
In the event the response is unclear as to the identify of the individual, or if questions exist regarding the true identify of any candidate, Human Resources may elect to require that a fingerprint based records check be done. If that becomes necessary, the candidate will present himself/herself to the Illinois State University Police Department with the necessary form (ISP6-404B or subsequent version) as furnished by Human Resources. The completed fingerprint form will be returned to Human Resources for submission to the Illinois State Police. Upon receipt of a "no conviction" response, the response will be disseminated in the same manner described above.
Upon receipt of a response indicating previous criminal history, Human Resources may, if necessary, facilitate a conference with General Counsel, the Office for Diversity and Affirmative Actuinm and the hiring authority, at which time a final decision will be made. That decision will be communicated to the candidate/employee along with his/her appeal rights under applicable state law and other regulations where applicable.
This is a security sensitive position. Comprehensive criminal background investigations will be conducted.
