Careers at GW

Q. Why has GW decided to implement a Background Screening Policy?

A.  Background screenings and verification of relevant information help protect the safety and security of the University’s students, faculty, staff, and guests, as well as University assets, by reducing the likelihood of crime, injury or loss, and increasing confidence in the University’s workforce.

Q.  Does the policy apply to all departments?

A.  Yes. This policy applies across the University, to include the Medical Center.

Q.  Which positions are covered under this policy?

A.  A Covered Position, as defined in this policy, is any regular, full-time and part-time staff or research position, including Executive Staff and certain Wage Account positions categorized as financially, safety or security sensitive.

Q.  What does the standard screening include?
A. The minimum level of background screening for internal & external Finalists, for all covered positions, includes Criminal History Screening, Education/Degree/Certifications Verification, Social Security Number Trace, Sex Offender Registry Search and Prior Employment Verification. Background screening for internal Finalists will be applicable to positions designated as financially, safety and security sensitive.  Additional screenings may include a Credit History Screening and a Motor Vehicle Record Search (MVR), as applicable to the covered position.

Q.  When I apply for a position, how will I know which positions are covered under this policy?  
A.  The background screening criteria is listed in all University People Admin job postings.  Therefore the criteria is outlined for all internal and external applicants, during the review of the job posting(s).   

Q.  What if I am a current employee being considered for a promotion or my current job is being reclassified and not posted?  Would I still be required to undergo a background screening?

A.  Yes.  The policy applies to internal Finalists (employees) for covered positions, when the position is designated as financially, safety or security sensitive.  This determination would be made by Human Resources, upon review of the proposed position and is applicable to promotions, reclassifications or voluntary transfers, which fit the financially, safety or security sensitive criteria.  Internal Finalist would be notified, if a screening is required.    

Q.  What if I hold a staff and a faculty position, how does the policy affect me?

A.  The policy is only applicable to non-faculty positions, specifically staff and research positions. 

1. What happens to my current job if I do not pass the background screening?

A.  Should the background screening result in a current employee not being hired into the covered position, s/he may lose employment, remain in his/her original position, or the original position may be altered, at the discretion of the University.

Q.  What happens if a finalist decides not to participate in the background screening?

A.  In that instance, the University would conclude that the finalist has withdrawn her/his name and the finalist would no longer be under consideration.

Q.  If a finalist has something negative reported in the background screening, is that person automatically disqualified?

A.  No.  A criminal record, negative credit history, or other adverse results is not an automatic bar to employment at the University.  The University will consider the passage of time and the severity, frequency, and nature of a conviction, as well as its relationship to the position in question.  Other factors may include the candidate's full disclosure of the conviction during the application process (e.g., application, interview).